3 Simple Questions That Will Help You Implement a Coaching Culture!

      Over the past couple of years, we’ve seen a rapid increase in the number of Human Resource business partners sharing their desire to implement a “coaching culture”. 

      As most industries shift to favor agility and speed, HR professionals realize it’s important for employees to be empowered to make quick decisions in support of broader organizational goals.

      In order for people to move quickly, the need for psychological safety and trust in the workplace is essential. 

      Ultimately, moving to a ‘coaching culture’ accomplishes these objectives by providing a safe space where people feel empowered to move faster and contribute to the overall success of the organization at a higher level. 

      What is coaching? How does it work? 

      Coaching is a mindset, a skillset, and a role that operates from a place of safety and trust. Unlike mentors, managers, or leaders, coaches don’t assume to be an expertise or subject matter authority. Instead, coaches carefully manage a process of discovery and exploration with clients that helps them gain clarity, focus, and direction. 

      When leaders and managers learn to use coaching skills in their roles, they become better listeners and more holistic thinkers. They also become more skilled at exploring options and opportunities with others.  

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      This method of interacting with employees supports them to take more responsibility for their actions and development. When they feel empowered, they take on more responsibility for decisions they make.  

      How do coaching skills affect organizational culture? 

      When organizations begin to foster coaching skills in their leaders and managers (usually through a training program), they begin to see a few things happen: 

      • First, feedback begins flowing faster through the organization.  Leaders are equipped to have deeper, more vulnerable conversations up, across, and especially down. Not only does this increase individual performance, but it also allows information to be exchanged more readily between teams and silos. 

      • Second, people start feeling safer at work.  Because they are able to have honest conversations with their leaders and coworkers, employees have a better sense of “where they stand”. Conflict and imperfection can now be seen as a necessary-yet-difficult part of working together, as opposed to things to be avoided, downplayed, or punished. 

      • Third, people start to become more curious.  A core element of coaching is inquiry – asking powerful questions of others to help them think through things from different perspectives is the best (perhaps only) way to help them truly grow. This spills over into meetings, projects, and conversations with suppliers and vendors. Problems get uncovered faster, issues get resolved sooner, and people are more “in the loop”. 

      • Finally, the level of openness in a coaching culture is something that sets it apart from other types of organizational culture. The psychological safety and question-asking habits create unique opportunities for vulnerability and candor. When organizational communication is this open, things get done faster as no one is trying to hide issues from others.  

      But this doesn’t necessarily manifest as a magical utopia… 

      Although these four core elements of a coaching culture tend to remain the same across organizations, how those elements are interpreted and enacted within a specific organization will vary. 

      There can be many different “flavors” of coaching culture, depending on what type of culture already exists. Feedback could be supportive and reinforcing, or it could be a little more no-holds-barred.  

      Similarly, an organizational culture with a high level of safety could be all smiles and hugs, or it could have a practical “get down to business” attitude that lets people share ideas more freely, even if they get shot down after some brief consideration. 

      When we work with clients to develop coaching skills training programs, one of the most important success factors for the program is how well the content and delivery are aligned to the culture that already exists. 

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      Our focus is to customize to what is already working well in your culture and then adding to it. 

      Are you ready to implement a coaching culture? 

      • How close is your current culture to a coaching culture? 
      • How quickly does information flow in your organization? 
      • Are problems buried or highlighted in a candid and safe way? 
      • How safe do people feel proposing changes to the status quo? 
      • Are leaders open to exploring and implementing a coaching approach? 

      We understand the many demands on you as an HR leader and the demands to skill up your talent, give them growth opportunities, support their success in role and ready leaders for higher roles that secure the success of your organization in the long-term.  

      We work with HR leaders to create a proactive, flexible, anresults focused program. We work strategically to add on to what is already working well in your organization. And then deliver on our promises to manage your program well and deliver strong results to support the success of you and your team.  


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      Executive coaching Guide: how to create a coaching culture in your organization