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Content: coaching culture, executive coaching culture, business coaching
culture, cultural change model, behavior and coaching, coaching culture,
management coaching, leadership coaching, change program, coaching
in the workplace, business coaching, executive coaching, cultural change model,
executive coaching, business
coaching, coaching and culture, coaching culture, executive coaching, business
coaching, behavior and coaching, coaching culture, management
coaching, leadership coaching, change program, cultural change model, executive coaching, business
coaching, coaching and culture, cultural change model, coaching, business coaching,
executive coaching, business coaching culture,
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Certified
Master Coach - Some
Introductory Notes:
Establishing a Coaching Culture
-The need for behavior-based coaching
methodologies
to establish a coaching
culture in the
workplace
©
(includes extracts from new text book 'Behavioral Coaching' by Zeus and
Skiffington -published and
copyrighted by McGraw-Hill, New York)
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Fundamentally,
a coaching culture is an organizational development model that provides
the structure that defines how the organization's members can best
interact with their working environment and how the best results are
obtained and measured. Organizational culture provides the stability
and protocol for all interaction within the group. It serves as a
mechanism that defines the acceptable parameters of behavior (what we do
or say) and constraining activities to those that reinforce the espoused
values of the organization.
Introducing
coaching competencies into an organization is a very powerful strategy to
create an adaptive workplace culture committed to the ongoing process of
development and learning. Companies that have developed a coaching culture
report significantly reduced staff turnover, increased productivity,
greater happiness and satisfaction at work.
Structure, behavior and culture
work together to create the organization.
An ethnographic view of a successful coaching culture
reveals how the model maximizes the resources of the organization,
realigns relationships, and drives a focus on long-term strategy. A coaching
culture is characterized by a strong corporate identity and
organizational commitment. All employees understand the goals of the
organization, and the personal contributions necessary to achieve them.
So, what is the best type of coaching to employ to successfully build and
maintain a coaching culture?
Establishing a
coaching culture requires
a behavior-based coaching approach.
Organizational values
play an important role in developing a foundation for a coaching-oriented
culture. Yet, the concept of a coaching culture is also a representation of
organizational attitudes, and beliefs. It is an organizational
development model that effectively manages the complex socio-technical
systems inherent in the organization. Today, implementing a successful coaching culture is
the result of coaching systems that are able to change behavior as well as
processes.
A coaching
culture needs the disciplines of building a shared vision, learning
and a desire for personal mastery to realize its potential. Building a
shared vision fosters commitment to the long-term. Openness is
required by all to unearth shortcomings in present ways. Team
learning develops the skills of groups of people to look for the larger
picture that lies beyond individual perspectives. And personal mastery
fosters the personal motivation to continually learn how our actions
affect our world.
The subtlest aspect of a coaching
culture --is the new way individuals perceive themselves and their world.
At the heart of a coaching culture is a shift of mind --from seeing
ourselves as separate from the world to connected to the world, from
seeing problems as caused by someone or something "out there" to
seeing how our own actions create the problems we experience. An
organization with a coaching culture is a place where people are
continually discovering how they create their reality. And how they can
change it.
According to Fortune magazine,
"the most successful corporation ... will be something called a learning
organization, a consummately adaptive enterprise."
[emphasis added] But Senge argues that increasing adaptiveness is only the
first stage in moving toward learning organizations. The impulse to learn
goes deeper than desires to respond and adapt more effectively to
environmental change. The impulse to learn, at its heart, is an impulse to
be generative, to expand our capability. This is why today's leading
corporations who have a coaching culture focus on generative
learning, which is about creating, as well as adaptive
learning, which is about coping.
A Coaching culture requires a new
approach and new way of learning.
Generative learning, unlike adaptive learning, requires new ways of
looking at the world. Generative learning requires seeing the systems that
control events. When we fail to grasp the systemic source of
problems, we are left to "push on" symptoms rather than
eliminate underlying causes. Without systemic thinking, the best we can
ever do is adaptive learning. Behavior-based coaching is the 21st century
organizational tool that allows employees to successfully integrate their
new way of thinking and learning into the workplace.
Leadership development programs
need to focus on both emotional and intellectual learning.
Within a coaching culture top
management provide the basis of the system, while the line-managers and
supervisors drive the system. All members must commit to culture
management and organizational learning, using a shared value of and
understanding of coaching. All members are involved in the continuous
process of ongoing generative learning and personal and professional
change (coaching), and realize it is not a short-term strategy.
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Aligning Management Behavior
with the Organization's Business Objectives.
It is axiomatic that senior management's
individual and team behavior creates and shapes an organization's
culture. Senior executives, individually and collectively as a team,
exhibit management behavior that is modelled by subordinates. Over time,
executives recreate the organization in their own and the team's image.
Consequently, it is imperative that senior management's behavior is in
alignment with the organization's business objectives and reflects the
desired culture. It is also important that top management be role models
for new behaviors. They must walk their talk.
Effective Behavioral Change creates sustainable behaviors that
reinforce business vision, strategies and tactics.
The main success factor to personal or collective
organizational change, small or big, the introduction of a new initiative,
new business or process or the creation of new structures or
teams, is the effective long-term change of people’s
behaviors. However, organisations are good at
performance parameters, identifying core values or desired qualities
of their people but very often have difficulty in
translating those into specific day to day behaviors.
Only
behavioral change is real change.
Mastering behavioral change in an organizational environment
becomes the key to establishing a coaching culture. A behavioral
focus is needed to fundamentally improve the way the organization works,
from senior management to team leaders, from sales teams and to
individuals.
Behavioral
trained coaches are trained how to create the conditions of sustainable
change in mindset and behaviors.
A
Behavior-based coaching approach is critical in establishing a coaching
culture by:
- Removing
certain behaviors, habits or attitudes that are limiting personal
or organizational potential
- Actively
promoting certain existing or non-existent behaviors, habits or
attitudes that work to improve success
- Increasing the
chances of successfully implementing ongoing changes to the
company, whether in the context of a new business process such as a
Customer Relationship Management (CRM) a similar enterprise-wide
initiative, or a reengineering or reorganizing of a sector or
division of the company
- Reducing
the learning curve and time for roll out for any new system or
process thus improving return on investment dramatically
- Taking
staff buy-in beyond rational understanding towards an emotional and
sustainable behavioral change which will produce more efficient
outcomes and will generate more satisfied employees
T  he
key to success of any coaching cultural initiative is the selection
of the appropriate behavioral change models and best-practices to
fit an organization's
specific
needs.
The Institute's
fast-tracked
Certified
Master Coach Course (Self-Study, Campus and Distance
Learning Format)
meets
the critical needs for professionals
engaged in change initiatives and leadership development
to be trained and mentored in the steps to creating a successful
coaching culture and in use
of
a range of
validated,
reliable behavior-based
coaching
models, tools and techniques. Read
More >....
©
Behavioral Coaching Institute
..
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Content: coaching culture, executive coaching, business
coaching, behavior and coaching, coaching culture, management
coaching, leadership coaching, change program, cultural change model, executive coaching, business
coaching, coaching and culture, cultural change model, coaching, business coaching,
executive coaching, business coaching culture, coaching culture, executive
coaching culture, business coaching culture, cultural change model, behavior
and coaching, coaching culture, management
coaching, leadership coaching, change program, coaching in the workplace,
business coaching, executive coaching, cultural change model, executive coaching, business
coaching, coaching and culture,
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