6 Ways to Create a Coaching Culture

Coaching-words-resizeYour employees are the lifeblood and backbone of your organization and regular training is imperative to the success of your organization. Between 1950 and 1990, the idea of executive coaching grew popular and over the last few decades, organizational coaching has quickly become a key element in strategic planning and development for organizations and leadership teams. As a manager or supervisor, there are some simple steps you can take to help build a coaching culture in your organization.

1. Know what you are coaching.

Before coaching begins, managers need to decide which areas to focus on, and how those areas will be measured. Remember, areas of focus should include strengths and weaknesses, skills and attributes, and personality and behavioral traits. Creating a benchmark for these areas will allow managers to measure how employees naturally approach sales, and where the coaching effort is needed most.

2. Coach early and coach often.

Effective managers coach their teams from day one, and they coach and offer training on a regular basis. This allows managers to catch any potential problems before they happen, and helps to increase performance by showing continued interest while providing feedback. Managers should work with each individual to set clear, realistic goals based on performance expectations.

3. Coach each individual.

Although many employees share certain characteristics and skills, they are one of a kind, unique individuals. It is important for managers to remember that one size does not fit all when it comes to training and development. Each team member possesses unique qualities which should be nurtured. The better a manager understands that, the more effective the coaching and the results.

4. Implement coaching-based performance management.

Good performance rarely happens by accident. Coaching-based performance management provides key insights about each person, and shows how to leverage that knowledge to improve performance. This methodology works because managers can use it continuously and proactively from the beginning of each employee’s career.

5. Coach relationships and team dynamics.

Relationships directly impact productivity, and understanding relationships improves team dynamics. Unhealthy relationships clearly undermine performance, while colleagues working together in harmony have the best chance of success. Potential points of conflict need to be identified and dealt with early. Defining conflict points will enable leaders and team members to work together to avoid or solve issues.

6. Coach to develop strategic workforce planning.

Taking time to develop and improve your team generates leadership, and ensures future business success. The coaching that managers provide should prepare employees for leadership positions, and should align with the organization’s mission, strategic plan, budgetary resources, and desired workforce competencies.

If you would like learn more about how creating a ‘Coaching Mindset’,  can happen in your organization and how you can safely integrate these new ideas into your existing teams,  call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.