Six Signs That Something is Missing

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:

http://www.unlimitedpotential.co.uk/index.php/coaching_culture/

RECENT BLOG POSTS

Download our FREE BROCHURE

We are Gcologists

Find out more
GC Index.
Testimonials
 Caitlin has made a real difference to my confidence and to the way I approach my business on a day to day basis.
read more...
John Baker, Regional Director, The Jockey Club
 It (coaching) unearthed a depth of confidence that I was beginning to question and enabled me to make a significant change within myself and my work.
read more...
Luke Joy-Smith, Managing Director - Somerset Social Enterprise
 I connected with my coach on our very first call and I believe that made the whole difference for me. I wish I could dig deeper on some of my remaining issues but unfortunately all good things have to end. I will definitely recommend coaching and have been already doing it for while. It definitely changed my life.
read more...
Stephanie Malka, Director NOC Service Engineering – EMEA
 Great to see that there has been a positive outcome from this.
read more...
Simon Gosney, Head of Learning and Development
 Tim has provided some high quality coaching support to me through a time of transition both in terms of job, career and organisational changes. He is a skilled and experienced executive coach who facilitated just the right mix of reflection, future visioning, challenge, compassion and stretch. I’d strongly recommend working with him if you are going through a career or organisation transition. Fun to work with, I always left my sessions with him feeling significantly clearer and more content with my overall direction of travel and next steps.
read more...
Neil Savage, Director of Organisational Development 2gether NHS Foundation Trust
 “I selected my coach on the basis that she had a completely different approach to my structured way of thinking. Katherine challenged me and took me way out of my comfort zone – scary and uncomfortable at times but eye-opening. These coaching sessions enabled me to see things from a very different perspective, gave me the time and space to reflect on my practice and provided practical tips and approaches as to how I can develop my performance.”
read more...
Zenobia Daar, Head of People, Governance & Performance
 Please continue with the programme. For a guy, like Paul, who does not use the word 'fantastic', who then uses it..it must be really good!
read more...
Marissa Bartlett, Head of Organisational Development - Mid Sussex District Council
 Everyone learnt a lot about themselves and others. It was the first training in English that one of my mentors had done and it was really successful for him. We have all come away feeling more confident. I have been on many development programmes and I have to say it has been one of the best I have ever attended.
read more...
Radka Lankasova, HR Manager, DENSO MANUFACTURING CZECH s. r. o.
 Steve Delivered a professional, relaxed and engaging session. Relevance, interest and clarity of delivering allowed for a very productive outcome.
read more...
Andy Castle, VP of Network Operations and Engineering, EMEA
 I thoroughly enjoyed the time I spent with Steve. He encouraged me to look at how I view myself and my actions, to actively seek positive outcomes to every day situations. My perception of myself has certainly changed due to my conversations with Steve and I would highly recommend coaching sessions with Unlimited Potential.
read more...
Rik Roberts, Team Leader