How to install a coaching culture in your workplace

A coaching culture is a fantastic way to help your employees develop and improve. It’s a style of management in which staff are supported to level up their skills through goal setting, constructive feedback, and frequent opportunities for growth. The outcome is a more engaged and talented team, which in turn leads to greater results for your company.

Interested in giving it a go? Keep reading to find out how to get started.

Lead by example

As with many changes at work, with coaching, it’s best to lead by example. Rather than just telling other managers and employees to embrace coaching, begin by switching your own leadership style to one that encompasses it. When they see how effective your methods are, they’re much more likely to be interested in making the change themselves. If you don’t walk the walk yourself, your words are meaningless! As an example, you can start by holding more regular feedback sessions with the people you manage and increasing the number of professional development opportunities you provide.

Get your staff on board

A mindset shift like this won’t happen through one person’s actions alone, so it’s important to get other people on board with the change. Discuss your reasons for wanting to instil a coaching culture in your office as a way to get them enthusiastic about the idea, then come up with a plan together about how to move forward. One top tactic is to get other leaders on board first and then get them to pass that motivation down to their team members.

Work with a consultancy

Working with an external consultant is one of the best ways to make sure that your switch to a coaching culture is successful. A consultancy such as Coaching Focus can share their expertise with you, ensuring that your company has the skills and strategies you need in order to use coaching effectively. They’ll offer a step-by-step framework to help you achieve your goals and can even deliver qualifications if appropriate.

Have a clear strategy

If you don’t know exactly what you’re trying to achieve, your chances of success drop dramatically. Take some time to think about what coaching means for you and your organisation, and how you can best integrate it into your workplace. As part of this, make sure that coaching is a core part of your strategy and not just something you’re paying lip service to or have added in at the last minute.

Share your successes

One surefire way to get other managers excited about the prospect of a coaching culture is to share your successes with them. As you begin to put your ideas and strategies into practice, be vocal about the ways in which they have helped your team. If possible, get your staff members to do the same with their peers. Documenting and sharing your positive experiences is an effective way to spread the message that coaching is valuable, and being honest about any struggles will maintain the integrity of the project while helping others to overcome or avoid them. Consider yourself an advocate for coaching culture, and you’re sure to see support for the idea grow!