New England Coaching


Download iPEC's "9 Key Considerations" to find out more. All fields are required.

First Name

Last Name




Please leave this field empty.

The Possibility Board™

Click the graphic below to view our 3 minute video to learn about this interactive process and tool.

Watch a video explaining the Possibility Board

Try it for free for 14 days!

Corporate Coaching Culture – Part 3

In Part 1, we talked about what a Coaching Culture might look like.  In Part 2 we reviewed what is necessary to initiate this transformational change.  In this article we will review how, once effectively implemented, it is then sustained over a period of time.  Very often new initiatives start off in a blaze of glory but then dissipate with time.  Here are some things you can do to prevent this from happening.

1. Mentor Leadership – As leaders acquire the appropriate skills of coaching the traditional model of mentoring (been there / done that) gets replaced.   Past experiences still hold a value in terms of ideas and education, but the emphasis has to be on what is best and most appropriate for the person being coached.  This empathetic leadership style then needs to percolate down through the organization so that every leader / subordinate interaction is of this supportive nature.

2. Business Process Integration – Most disciplined organizations have processes and procedures which ultimately prescribe what is to be done.  This is only half the picture and what needs to be incorporated into this is how things get done.  Placing a clear and concise emphasis on the behaviors required in the new coaching culture will solidify the organizational expectation.

3. Success Outcomes / Accountability – as above what constitutes success will need to be articulated relative to, not only what is achieved, but also how it is achieved.  Accountability around these outcomes then must be built into this so employees clearly understand the broader expectations and behaviors that come with this type of culture.

4. Continuously Reassess and Reinforce – As with any initiative, small or large (and this one is large) there is a need to continuously review what is working and what is not.  Organizations need to be adaptive and maintain a constant hunger for what might make it better and be willing to subsequently make the necessary changes.

About Bill Sex

Bill Sex is President of New England Coaching and specializes in supporting personal, professional and organizational advancement with specific emphasis on coaching skills, emotional intelligence and employee engagement / motivation.

Comments or Questions? Share Your Views