How to Create a Coaching Culture in Your Organization

  1. Be a leader who walks the talk. If you believe coaching could benefit your team, why not start with yourself? Find a coach who can deliver what you hope to provide for your team and if the desired results are achieved, share them with your team. This helps alleviate the superiority complex that can arise when you suggest someone else is in need of help but you’re doing just fine.
  2. Be an active listener. This skill may take some time to master. You’ll want to shift from formulating your response when someone is talking to giving them your full attention. This can aid in establishing trust, fostering a more innovative way of thinking, and communicate that being in the learning process is okay.
  3. Be a guide rather than an expert. When employees come to you with challenges, try asking them questions instead of giving them answers. Guide them to solutions with these questions by encouraging them to dig deeper and get creative. Eventually, they’ll be coming to you with solutions instead of problems.
  4. Be consistent by creating a routine. If you want your coaching culture to stick, it’s essential to put in the time and energy. Just like athletes train their muscles, you’ll need to train your mind to shift. You can dedicate specific weekdays, or time blocks for one-on-one coaching to help promote this, or whatever works best for your company.
  5. Be definitive and calculated. Make sure everyone in the organization is on the same page as far as the definition of “coaching” as well as the differences between that and training, consulting, etc. You’ll also need to communicate it isn’t something that happens on an as needed basis but rather is thoroughly integrated into the overall talent management strategy.

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Vayability

Vayability

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Vayability helps cultivate the mindsets, habits, and behaviors your organization needs to close the gap between today’s emerging talent and tomorrow’s leaders.