There are some sure-fire ways to check whether or not an organisation has engaged with coaching as a part of their corporate culture. Here are a few that should be easy to spot:
Staff Churn. If people don’t stay in a job – particularly in an economic climate that is as fragile as the one we’re all still experiencing despite signs of growth – then it’s a sign that they are dissatisfied with something. It might be the wages, or the conditions. It could be interpersonal relations…whatever the surface reason, underlying it is the strong likelihood that no-one is talking about the issue, or they are talking but no-one is listening. A coaching culture will generally minimise staff churn.
Off-Hand Communication. When people speak to each other or to customers do they appear interested? Do they make eye contact? If responses to questions or requests are sluggish; if a personal conversation is more important than dealing with a customer; if people are carrying on with a task while answering a query…chances are they are in an organisation that has yet to embrace a coaching culture.
Anger Management Issues. If there is an air of tension in a room it’s usually very easy to feel it. If there is a high level of interpersonal aggression – whether verbal or with the potential to become more physical – that aggression spills out into the larger community and can be very unsettling indeed. It’s not something that happens often in an environment where people feel that it’s safe to talk, to question and to challenge behaviours.
Heads Down and shoulders hunched. Physical posture will tell you a lot about how people feel. If you see an office inhabited by people who keep their heads downturned, and who are slumped over their work it’s likely to be a symptom of something a lot worse that bad posture! The chain of command in this situation might be a ‘my way or the highway’ kind of management, possibly bordering on bullying. Certainly NOT a coaching style of management!
Absenteeism. Like churn, a problem with high levels of staff absenteeism is a common indicator of a culture that is less about the carrot and more about the stick.
Presenteeism. The staff are there, but the work doesn’t get done? Unexpectedly low levels of productivity? It could be another sign that a change of culture is needed.
If you recognise any of these symptoms, or if you want to make sure that your organisation isn’t headed towards them, why not spend a few minutes finding out about your readiness for a coaching culture by using our unique diagnostic – EMBARK. Find it by following this link: