Very exciting news this week – I am in the process of launching a new coaching program focused on building coaching culture through building internal coaching capacity. I recently wrote a white paper on this same topic which provides a lot more detail of the benefits of internal coaching capacity (let me know if you would like a copy).
Building internal coaching capacity is a program that helps middle managers to learn how to coach their employees and teams to bring out the best in them and it also teaches middle managers how to find the time to coach effectively (and why coaching is less time consuming and risky than managing performance)
Many organizations, for profit and not for profit are starting to transition to a ‘coaching culture’ rather than a culture of performance management. Chances are that you work in organization that does not have a coaching culture; based on research by the Institute of Corporate Productivity, less than 25% of organizations have a coaching culture (see here for article “Does Your Organization have A Coaching Culture“). A culture of performance management is one where managers and the human resources team coordinate an annual performance appraisal process and where work performance challenges are addressed on a once or twice a year basis unless there is a major issue where an employee is put on the dreaded ‘performance improvement plan’ – most employees know that if they are put on this ‘plan’ that they better shape up or they may be out of a job. This type of culture can create fear, low employee engagement and often does not support bringing out the best in its employees.
A coaching culture is focused on supporting employees and teams to identify their strengths, work on how these strengths can contribute to the organization as a whole and its customers. A coaching culture also supports the identification of areas of development and coaching supports the improvement of these areas. Research has shown that organizations with culture of coaching have higher employee engagement, improved customer satisfaction and increased revenue and profits.
The two most common challenges I hear from senior leaders when it comes to coaching are:
1. Our managers are too busy to coach (i.e. there is no time); and
2. Our managers do not know how to coach (i.e. we need training).
My coaching program helps organizations to address these two challenges. It facilitates a program that helps senior leaders and managers learn how to build internal coaching capacity at the middle manager level.
Some of my coaching colleagues have asked why would I want to help organizations build internal coaching capacity when they can just hire me to coach their people (i.e. in other words you would have more business and make more money this way). My answer to this is that I believe that for organizations to make sustainable improvements and to bring out the best in their people that they need to have a coaching culture and they need to have coaching as a core competency of every people manager, team leader and supervisor. Having managers with great coaching skills is a more sustainable model for organizational improvement than hiring external coaches. Middle managers and front line staff rarely have the opportunity to experience the coaching process and by building internal coaching capacity all employees and the organization as a whole will benefit.
This blog is the first in a series about building coaching culture and internal coaching capacity and having the attitude, aptitude, fortitude and gratitude to coach your team effectively in the work place. Future blogs will focus on coaching for strength based leadership, finding the time to coach, and tips for the middle manager on how to coach.
If you think your organization could benefit from building a coaching culture and internal coaching capacity please contact me and I would be more than happy to provide more information.