Coaching Culture Development
"A coaching culture is one where the principles, beliefs, and mindsets driving people's behavior in the workplace are deeply rooted in the discipline of coaching" (Clutterbuck, Megginson, & Bajer, 2016).
In order to develop coaching cultures, organizations need to do two things. First, executives need to lead by example - engaging in Leadership Coaching and/or Team Coaching as a signal that they are open to changing themselves and/or the teams that they lead. Second, these executives need to infuse coaching into leadership practice by offering high-impact management training and ongoing reinforcement.
- Managers attend the Coaching Foundations course.
- Managers learn continuously through Skill and Drill workshops.
- Managers participate in ongoing Do and Review sessions.
COACHING FOUNDATIONS COURSE
In the Coaching Foundations course, Connie teaches managers how to coach using a proven four-step process and how to create the conditions for effective coaching using four key enablers (Hunt & Weintraub, 2017). Importantly, the course is delivered virtually and runs multiple times a year – training new cohorts of coaching managers across the organization.
8 classes | 1.5 hours per class | Managers who understand the basics of coaching
SKILL AND DRILL
In the five months following the Coaching Foundations course, Connie facilitates monthly Skill and Drill workshops. Managers convene for virtual instruction that hones coaching capabilities, such as building trust, asking powerful questions, and giving feedback. In these interactive workshops, participants learn through observation, conceptualization, and experimentation.
1 workshop per month for five months | 1.5 hours per workshop | Managers who practice coaching skills
DO AND REVIEW
In the five months following the Coaching Foundations course and while the Skill and Drill workshops are underway, managers conduct coaching sessions and choose one session for review. The manager meets with Connie virtually to talk about his or her performance in the coaching session, identifying coaching strengths and opportunities for improvement. In that meeting, the manager and Connie co-create a coaching development plan.
1 feedback session per month for five months | 1 hour per feedback session | Managers who perfect coaching skills