You want to bring coaching into your organization.
You don’t want people to see it as the new flavor of the month.
So how do you do it?
You build it into your culture.
Building it into your culture requires a plan, action, and consistency.
Start With A Plan
Create a plan that lays out what coaching will look like and how it will be integrated into your organization.
Start with a simple but clear plan that defines the:
Vision for coaching — purpose, benefits
Key players — those integral to the program’s success
Budget — for coaching skills development, and ongoing program implementation
Type of coaching offered — individual, group, team
Employee eligibility — ideally all levels
People who coach — external coaches, internal, or combination
Coaching model/framework to be used — for a consistent structure
Frequency of coaching — monthly, weekly, daily
Tracking and accountability criteria — to make sure it happens
Measures for success — to make sure it’s working
Looking for a coaching model or framework?
Here are a couple to checkout:
Prepare Your Coaches
To see coaching as a culture change, coaches — especially internal — need to see a commitment to invest in helping them develop the skills they need.
You need to move them from telling...
Create a coaching training program:
Communicate the coaching vision and plan
Provide training on how to coach at your organization
Provide training to develop their coaching-specific skills
Set clear expectations
Share accountability criteria
💡Success Tip: Check out this Byte on how to set clear expectations
Looking for a primer on how to coach?
Check out these Bytes on coaching skills:
Get Employees Onboard
For employees to see coaching as part of the culture, it needs to happen consistently and they need to experience value from it.
That starts with clear communication about:
Why it’s being introduced — communicate the coaching vision
What it looks like — specifically at your organization
What's in it for them — benefits to their personal growth and development
Who's doing the coaching — the people/roles and training they'll receive
When they’ll get coached — define the frequency and schedule of coaching sessions
How coaches will be held accountable — so they trust it'll actually happen
When employees believe coaching is how things are going to be done around here...
Start, And Continue Coaching
Quality and consistency are key elements to demonstrating commitment.
Actually coaching people is what’s going to take them…
Keep Track To Stay On Track
Culture is created through consistent action, not intention.
Having a plan isn’t enough, you need to:
Execute on it
Hold people accountable
3 key questions to keep track:
Are the coaches coaching?
Do employees say they’re being coached?
Are the measures of success being achieved?
If you executed on your plan, you just might find…
Do You Have A Coaching Program Or Culture?
Having a coaching program doesn’t necessarily mean you have a coaching culture.
Which of the following employee statements might signal coaching is starting to become part of your culture?
a) ... gives me helpful advice on my performance
b) ... clearly communicates what’s expected of me
c) ... helps me think through what’s holding me back
d) ... provides insightful reviews of my performance
Choose the correct answer from the options described above:
If you want to make coaching a part of your culture, start with a plan and follow through!
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