The Indian Coaching market is growing and growing very fast. Every month new organizations pick up leadership or executive coaching as their mandate. The target segment is mostly top leadership or senior management with either issue based coaching or performance coaching for high potential leaders. But there is another segment that is opening up: creating a coaching culture in organizations. Which basically means that coaching works as the elemental force behind every employee interaction. There are few brave-hearts but they are there!! I am sure over the next 2-3 years more organizations will pick up creating coaching culture as their mandate.
So how do you create a coaching culture in your organization? One study states that a coaching culture is “built on organizational and leadership beliefs and practices that reflect coaching as a strategic business driver and critical talent management tool.” A coaching culture is visible in the behavior of people. It’s a way of looking at people and treating each other. When we describe a coaching culture, we’re describing a learning culture that is respectful and that values people’s potential and promotes innovation.
There are four pillars to look at while create a coaching culture:
A marketing plan should also be created and should align to the organizational values and mission. The marketing plan also helps in spreading the “good word” around the programs and creates positivity throughout the organization.
I have tried to keep this short and sweet but there are more details to work on beyond these and these insights have come from having worked as a judge of the prestigious PRISM award of ICF (International Coach Federation). The insights have also come while helping a large organization design their coaching policy.
With an understanding of why coaching is so important, in terms of developing the company workforce as a whole and ensuring competitive advantage through its people, the organization can lay the foundation for a successful and long lasting coaching culture. As a result, the company can convey its commitment to the ongoing development of its employees, helping to retain top talent and attract the best candidates who want to work for a company dedicated to their professional advancement. The challenge arises not only in determining the types of coaching that will be most impactful, but also in attaining the internal buy-in and support for such a program.