Embedding a Coaching culture
According to Carol Wilson (cited in The Edge - ILM - Mar/Apr 2015) we should consider 3 core principles when creating a coaching culture.
Confidence in others and be able to allow them to to take responsibility for themselves. Supporting this through positive feedback and actions that could assist improvement.
2. Self belief
Developed through praise and recognition but also through "allowing people to learn". Mistakes can be made and experiments are allowed.
3. Blame free
"People must be allowed to make their own progress through trial and error" and experiments with a measure of support, reflection, clear expectations and training.
Wilson goes on to suggest a 10 point plan.
"1. Have a vision and purpose. Identify what it is the organisation wants to change by implementing the programme.
2. Carry out an organisational health check. What is already in place (and working?), what needs addressing with what budget?
3. Identify the stakeholders. In this case it is the influencers in the organisation (positively and negatively).
4. Get buy in (start small and disseminate out).
5. Start planning the programme (who will be involved, training needs, time commitment, value to them).
6. Think about how you are going to measure it and how it will be different and more beneficial than other programmes in place.
7. Run pilots.
9. Start the roll out of the programme.
10. Focus on maintaining momentum."
"If you can get pockets of people around and organisation coaching each other, it can be really successful"
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