Many organizations are embracing the skills and tools of coaching with a view to creating a ‘Coaching” culture. Intuitively and practically, the benefits seem obvious. But what does this really mean and how do you even begin to make it become a reality? Coaching typically show up in 4 different ways.
For senior personnel it makes sense, for reasons of confidentiality and objectivity, that a suitably qualified external resource be employed for the purposes of supporting the development of a particular executive. This is a one on one engagement and for a fixed period of time. The downside to this is that multiple coaches employ a variety of approaches so no consistency exists. This has minimum impact on the organization cultural view of coaching.
Due to cost concerns and as a means of making coaching more accessible, many organizations are now getting their own people certified as coaches. Typically this type of coaching is more likely suited towards supporting mid / senior level management with a consideration of having an internal, highly trusted coach work one on one for a fixed period of time. If these coaches are exposed to a similar training methodology, then there can be a consistency of approach. The cultural impact is more than that of using external resources but still minimal.
HR Strategic Partner Coaching
Coaching allows for the effective execution of the Human Resource function as these professionals are deployed throughout the business in various support roles. There can be a consistency of approach but, more importantly, by creating an expectation that coaching is the desired operating method, it becomes much more visible. The impact is much higher than the above but still short of transforming the organization’s culture.
Ultimately the way for coaching to become truly engrained is for all leaders to function using a coach approach. This modeling then becomes implicit in what’s expected and will positively influence the entire organization. The impact can be enormous as employees see and hear coaching in action which in turn creates positive energy, increased motivation and higher levels of employee engagement.
True coaching is not only a methodology; it’s a set of behaviors and a way of operating which sets the tone and expectation. This is only possible through the direct involvement of leadership within the organization.