This week I share how a coaching culture can result in additional benefits that can be seen in individuals and across an organisations.

Listen in for:

• My tips on corridor coaching
• Explain the coaching continuum and how you can use it easily
• Some recent trends in coaching in organisations I’m working with too.

Leadership coaching is often very well recognised as being something that adds value to businesses through higher productivity, better engagement, and improved effectiveness.  How good would it be to have a coaching culture that provides that kind of support for everyone in the workplace?

That’s what happens when spend time creating a coaching culture.

What’s Important when Creating a Coaching Culture

By creating a coaching culture we are enabling your organisation to function in an environment where employees feel support to provide feedback, ask questions, encourage their own thinking .. for example to figure out problems and come up with solutions.  It creates situations where there is opportunity for shared learning, for people to use their individual skills rather than being a ‘one size fits all’ kind of workplace.

A Corridor Coaching Culture

Listen in where I talk about “corridor coaching” and how you can make that work.

Rather than wait for specific meetings, 1:1’s and reviews, you can provide opportunities for these conversations literally .. to take place in the corridor or at the desk.

The Coaching Continuum

Listen to my really simple way of looking at coaching with the idea of a continuum of Ask, Suggest, Tell.   Hear my explanation of getting a coaching continuum to work and where you need to be on this continuum to ensure you’re creating a coaching culture works well.

Often we prioritise a senior leadership coaching culture which is great.  The areas we forget about are HR and middle managers.  What happens then is that we will struggle to have a coaching culture of conversations running right through the organisation because we don’t have managers coaching the people right through the company and there’s a need to be creating a coaching culture for everyone, not just leaders.

By shifting to ensure that a coaching culture is the most predominant management style you can make it a success.  That also means supporting all managers with coaching and I’m often asked to provide coaching for middle managers.  At the moment, group coaching is working really well for them so that they develop coaching skills and leadership skills as well as build peer support and develop and enhance essential leadership tools.

If you want to know more about creating a coaching culture or any other support for yourself or your organisation then get in touch.

Any questions on this, drop me an email at emma@emmalangton.com

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If you want to be increasing your performance so that you’re more resilient, less stressed in these current times, so that you can focus easily, use tools and techniques to deal with all the current and unknown challenges then make sure that you send me an email or use the online diary and arrange a time for a chat.