|Photo: Tim Hawkes|
The concept of getting more from your people and avoiding recruitment costs is very compelling, and by extending that to a whole culture the results could be extraordinary.
So what is a coaching culture?
Defining a coaching culture is the starting point for any organisation, in fact there are three questions that organisations need to ask prior to starting on a coaching culture process.
- What is a coaching culture for our organisation?
- What will success look like?
- Where are we now?
It is important for us to define coaching culture, as without an understanding of what it is we cannot create a strategy.
There is one easy way of defining a coaching culture, which is what I consider to be the 'avoiding the issue' definition. The following are actual examples of coach culture definitions that don't deliver a good definition.
A coaching culture is:
- A place where coaching is the default for all managers
- An environment where coaching is used as the main method of management
- A culture in which each member of the organisation understands and actively demonstrates coaching behaviours and characteristics so that it becomes a way of being
- Where coaching is the predominant style of managing and working together, and where a commitment to grow the organisation is embedded in a parallel commitment to grow the people in the organisation (Clutterbuck and Megginson (2005))
- Where coaching is part of the everyday work of all staff