Executive Performance

For enhanced business solutions

" The ultimate measure of a man is not where he stands during moments of comfort and convenience, but where he stands at time of challenge and controversy "

- Martin Luther King Jr.

Developing Coaching Cultures

Sharman and Freas in their 2004 Harvard Business Review article, comment that they “...have yet to find a company that can’t benefit from more candour, less denial, richer communication, conscious development of talent, and disciplined leaders who show compassion for people.”

Research shows that creating a coaching culture will enable:  continual identification of better ways of working; increased sharing of knowledge; better ability to adapt, embed change and rapidly become competent in new ways of doing things; increased productivity and efficiency; improved confidence and ownership by employees; greater awareness amongst individuals of how they can make a difference and what that means to their current performance; people interested in a long-term future with the organisation ensuring greater retention of talent.

For those organisations seeking to achieve a coaching culture, Executive Performance can work with the organisation and support them through the necessary steps, which will encompass the following areas:

  • Building experience of, belief in, and modelling of a non-directive leadership and coaching style amongst the leaders of the organisation
  • Defining what a ‘coaching culture’ means to the organisation: what would people be seeing, saying, doing and feeling that they are not now?
  • Examining the existing culture of the organisation.  What needs to change for it to be compatible with coaching?
  • Integrating coaching into strategy, measures and processes
  • Providing evidence that coaching has an impact on performance.  Experimenting with a greater degree of coaching in one part of the organisation where its effects can be measured.
  • Providing external coaching to managers to give them the experience and skills to coach their teams
  • Promoting coaching as an investment in excellence and reward people for knowledge sharing
  • Ensuring managers use a coaching style in the way they manage their staff on a day-to-day basis and view developing others and creating a learning environment as one of their key roles