Developing a Thriving Coaching Culture
What is a Coaching Culture?
Coaching culture means different things to different people and organisations – from engaging with coaching as a development activity by engaging with external coaches (typically 121 coaching), to developing internal capacity via a home-grown pool of coaches, through to coaching as a leadership approach, and even as a means of supporting many to many developmental conversations in a way which is congruent and enabling of self-managed teams and distributed leadership models of organizations and place-based initiatives, supporting ‘deep democracy’. It is therefore important to decide on your starting point, and how you would wish to grow from there, and to what end.
Approaches to leveraging Change
Depending on your starting point, you will need different interventions to support your direction of travel. These could include:
- Consultation to create a blueprint for change, engaging with key stakeholders and sponsors
- Group supervision to external coaching providers to harvest organisational themes
- Development of internal coaches, to attain recognized standards such as ILM, EMCC accreditation
- Supervision and CPD to internal coaches
- Development of group and team coaching skills, including action learning
- Large group interventions such as open space technology and Theory U to explore possibilities for creating coaching / learning organization culture across a mix of levels and roles
- Prototyping and piloting initiatives across and beyond the organisation