4 Steps to Building a Coaching Culture in Your Organisation
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YOUR LOGO © Worthlearning Limited 4 Steps to Building a Coaching Culture in Your Organisation
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Transcript of 4 Steps to Building a Coaching Culture in Your Organisation
YOUR LOGO© Worthlearning Limited
4 Steps to Building a Coaching Culture in Your Organisation
Contents
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Why build a coaching culture?
The challenges and steps to overcoming them
Step 1: Empower your people
Step 2: Get support from stakeholders
Step 3: Invest your training budget more efficiently with online learning
Step 4: Monitor results and tweak the formula
About Worthlearning
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Why Build a Coaching Culture?
If you’re reading this eBook you probably have some idea of the benefits that building a
coaching culture in your organisation can provide. Maybe you are already experiencing
some of those benefits from your efforts so far. Let’s start by reminding ourselves of
some of the key benefits that building a coaching culture can offer:
❏ Increased confidence
❏ Improved self-awareness
❏ Improved business knowledge and skills
❏ Better communication
❏ More effective leaders and managers
❏ Better conflict resolution
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Step 1 : Empower your peopleStep 2 : Get support from stakeholdersStep 3 : Invest your training budget more efficientlyStep 4 : Monitor results and tweak the formula
So, we’re aware of the benefits, and we know some of the challenges we will face along the way, now for the big question. How are we going to overcome those challenges and reap the rewards? Here are four key steps that will help you build a coaching culture in your organisation:
The Challenges and Steps to Overcoming Them
All of these factors contribute to a significant increase in business efficiency, ultimately having a positive impact on the bottom-line. However, as with anything that’s worth achieving, there will be some barriers to achieving it. Some of the key challenges that organisations face when trying to build a coaching culture are:
• Resistance to change
• Coaching culture not prioritised as an organisational goal
• Lack of resources to implement the coaching culture
• Difficulty in measuring return on investment
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Step 1: Empower Your People
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Step 1: Empower Your People
One of the biggest challenges when creating a learning culture of any kind is getting
everyone engaged in the task. You may understand the benefits of building a coaching
culture. You may have a fantastic learning provider/ programme procured and a solid
plan to roll it out. So, what could go wrong? Unfortunately, quite a lot!
One of the biggest mistakes people make is the assumption that everyone is in
agreement that building a coaching culture is going to be beneficial. They are not
necessarily against coaching, in fact, this is rarely the case. It’s far more likely that they
are simply not aware of the impact of coaching. How can people understand the
benefits of building a coaching culture if those benefits haven’t been shared with them?
To have people truly engaged in achieving the goal of building a coaching culture they
need to understand the benefits and ‘buy-in’ to it. This understanding needs to be in
place long before their first day in a training room. If students arrive on the first day of
training fully bought-in to the strategy they are going to be so much more motivated!
Over the page, we will explore ways in which to engage people in the goal of building a
coaching culture.
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Step 1: Empower Your People
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Use social media to spread the message - Post about the organisations goal of
creating a coaching culture. Answer questions and address concerns that
people might have. If your company doesn’t use social media, email will
work, or whichever communication channels you have available.
Share blogs and articles - Demonstrate the power and benefits of building a
coaching culture. Share blogs and articles on the subject, share this eBook
too! The key here is to empower your people with knowledge, whichever
form it comes in.
Let people know when you’re using a coaching approach - Help them solve a
problem, or get clarity on something by using the OSCAR Model with them.
Demonstrate the power coaching in practice!
Talk to people - Good, old-fashioned conversations at the water-cooler. You
can’t build a coaching culture if you lock yourself away all day plotting and
scheming. Share your vision and listen to peoples feedback, then act on it.
Simple, but effective.
Tailor the learning experience to the students - Do they prefer a classroom
experience, or are they more inclined to engage with online learning? Make
the learning flexible and accessible for the learners, this often means offering
the learning in more than one format. Everyone learns differently, and
students will be far more engaged if they feel like the learning experience has
been tailored to them! 7
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Step 2: Get Support from Stakeholders
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Step 2: Get Support from Stakeholders
The principle is the same as step 1, if people are not engaged in the vision to build a
coaching culture, then they are not going to do much to support it. Of course, the
way in which you gain ‘buy-in’ from stakeholders is a little different. Stakeholders are
usually going to be more interested in what building a coaching culture will do for
the organisation, not for themselves personally. They want you to demonstrate the
return on investment that will come from committing to this goal.
Here’s three great stats to use in your pitch to the stakeholders, you’re probably only
going to get one shot at this so do your research and go prepared!
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“86% of companies say they made at least their investment back.”
“51% improved team effectiveness from using coaching.”
International Coach Federation Study
LondonDeanery
“95% of learning and development managers say that coaching
has delivered tangible benefits to their business” ILM Study
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Step 3: Invest Your Training Budget More Efficiently with Online Training
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Step 3: Invest Your Training Budget More Efficiently with Online Training
One way that you can more efficiently invest your training budget is by utilising online
training. The benefits of online, on-demand training are well recognised:
● Participants don’t need to be away from work for long periods
● No travelling or room hire costs
● Participants can access the course in their own time and at their own pace
● Available on a wide range of devices for mobile learning
● A fraction of the cost of classroom-based training
● High quality content, tailored specifically to this format of learning
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Discover the benefits of online training!
Sign-up for a free, no obligation trial of our Coaching Skills for Managers online course.
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Step 3: Invest Your Training Budget More Efficiently with Online Training
Do The Maths
Even if you are a believer that online learning isn’t as effective as classroom learning (which we
would strongly argue is not the case) think about it in the context of building a coaching
culture.
Let’s consider the typical price of a classroom course to be £100 per person (for arguments
sake). In our experience an online course will be around 25 - 35 % of the cost of a classroom
course. Let’s take the higher estimate for this purpose and say that an online course will be
35% of the cost (£35 in this case).
Now let’s give ourselves a training budget of £1,000. This will allow us to put 10 managers
through a classroom programme. Not bad, right? However, for the same budget we could put
28 managers through an online programme.
The online learners are still going to absorb the most memorable and relevant content
featured in the course. This learning happens to also be the most essential to building a
coaching culture.
If the aim was to train 10 professional coaches to the highest level, then the classroom course
would be the preferred option. However, our goal here isn’t to develop professional coaches,
it’s to get people using coaching effectively as a day to day tool in the workplace. Providing 28
managers with a working understanding of coaching and how to practically apply it in the
workplace is going to get us closer to achieving that goal.
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CLICK HERE
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How much could online learning save your organisation?
Try using our free training budget calculator to work out how much you could save by utilising online learning. Click the image below to
find out!
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Step 4: Monitor Results and Tweak the Formula
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Step 4: Monitor Results and Tweak the Formula
Why Review?
When building a coaching culture it’s essential to monitor results at regular intervals. This
will allow you to assess what’s working, and what isn’t. You will then be able to ‘tweak the
formula’ based on your results, allowing you to meet your goals more effectively. Here are
some of the key reasons that you should review on a regular basis:
· To motivate people by highlighting performance improvements
· To prove the value of coaching and justify the investment
· To identify any problems that need addressing
· To allow you to benchmark against similar initiatives/ organisations
· To give continuous feedback about the status of the organisations
coaching culture
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Step 4: Monitor Results and Tweak the Formula
How to Review
There are several ways in which you can evaluate the impact of your efforts to build a
coaching culture in the organisation:
Surveys - Send out a survey to individuals in the organisation to assess the impact of
your efforts. Remember, if someone sends you a 10-page questionnaire you’re probably
not going to complete it, and neither will the people you're trying to survey! When using
surveys, keep them fairly short and concise, this will ensure a greater number of
responses.
Performance Appraisals - Before and after performance appraisals can be a very
powerful tool when trying to assess the impact of coaching training. Conduct a
performance appraisal both before and after training takes place. Make sure the
appraisal includes questions based on organisational competencies. You want to be able
to prove that coaching is helping to achieve the organisations desired competencies and
is in line with it’s goals. Performance appraisals will give you a clear indication of the
impact that the training you are prescribing is having on individuals.
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Not sure how to conduct a performance appraisal to support your coaching
initiative?
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Step 4: Monitor Results and Tweak the Formula
Methods of evaluating
One on One Evaluations - One on one evaluative sessions can be very useful in assessing the impact of your efforts to create a coaching culture. Conduct semi-formal evaluative sessions with individuals from different departments. Also, make sure you include people at different levels, and who play different roles in the organisation. This will give you a balanced set of responses.
Talk to People - Talking to people informally can be one of the best ways to get an idea of the impact of your efforts. Don’t be afraid to initiate informal conversations, ask people how your plan to build a coaching culture is working for them. Make yourself available!
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For more than a decade we have been working with organisations to help them build coaching cultures. At Worthlearning our mission is to equip learners with what they need to make a difference in their workplace. We do this by making best-quality learning experiences available and accessible for everyone.
About Worthlearning
If you’d like to speak to someone from our team please get in touch:
Find us: www.worthlearning.co.uk Email: [email protected]: (+44)01600 715517
● Online coaching courses
● Classroom coaching courses
● One on one coaching
● Coaching and Mentoring Qualifications
● Performance appraisals
● Organisational learning strategies
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