It seems an obvious thing to do when you start thinking about creating a coaching culture in your organisation: train coaches. Ask for volunteers, select people…then train them to be coaches. Simple, right?
Well perhaps that’s not the best place to start, though of course a coaching culture needs coaches, and coach training is an integral and necessary part of the process, but is it the best use of your time and your budget?
Tim Hawkes Managing director of Unlimited Potential, the coaching culture specialists, tells us more “When we look at an organisation with a view to helping them create a coaching culture we look at nine aspects – we call them the Nine Dimensions of a Coaching Culture, coach training is just one aspect of those nine. So many companies throw money at coach training when their weak areas of a coaching culture may lie somewhere else.”
So before you embark on a perhaps costly and possibly unnecessary programme of training, consider these three steps:
What is a coaching Culture? Can you easily and succinctly define a coaching culture for your people. Do they understand what the organisation is trying to achieve by implementing coaching strategies
What does success look like? – Who begins a journey without knowing the destination. Understand what you want a self-sustaining coaching culture to look, sound and feel like, before you embark on expensive interventions.
Where are you now? – Assess and understand where your organisation currently stands in terms of its coaching culture, without this you can’t be clear. Tools such as Unlimited Potential’s Embark coaching culture diagnostic (www.coachingculture.co.uk) are perfect for this.
So if you plan to take your organisation forward with a coaching culture at its heart, take a strategic view now. The journey may be a long one, and without a clear definition of your destination it could become even longer!