There is a growing understanding that organisations benefit from adopting a coaching culture, and we like to think that we are playing our part in encouraging that idea and helping our clients achieve their objectives in that direction.
In previous posts we have written about various ways and means of starting and continuing the process of creating a coaching culture within the workplace; training coaches, developing ambassadors, encouraging a culture of listening and asking rather than telling.
What we haven’t touched on up to now is the idea that for some organisations it’s not practical, or maybe possible, for one reason or another, to allow a coaching culture to develop organically.
This doesn’t mean that a coaching culture isn’t the right way to go; it’s just that the organisation may have to go about creating that culture by a different route.
Systemic culture change is the means by which we can create an organisation-wide shift in the way things are done.
To take a wider and more universal view of the goals for the proposed change, to develop a strategic plan for the implementation of that change and to make the whole process one of creative innovation rather than the slower development that is the alternative.
Such a dramatic shift in organisational thinking might seem a tough thing to accomplish, but skilful use of the diagnostic tools available; a willingness to make the effort; an understanding of what is required and a clear vision of what is to be accomplished will make it a simpler task than it might appear at first sight.
Above all, don’t think that you have to go it alone. We have a wealth of experience in creating coaching cultures in companies and organisations, and we are able to work with you to define the best possible route to change for you and your team.
It costs nothing to ask!