Creating Coaching as Part of Your Culture
Why is coaching becoming more popular in organisations?
The introduction of a coaching skills approach in an organisation is often part of a desired culture shift for the organisation. This is popular for a few key reasons:
Due to the increase of remote and technology-enhanced working, organisations have found there is an increased need for meaningful ‘human’ interaction
Organisations rely more on employees to self-motivate and so empower them to make decisions in a less hierarchical and directive way
Employees are now looking not just to have their basic needs met at work, but to also have meaning and a sense of achievement
All of these factors - and others - can be realised through the
use of coaching in the workplace. It gives organisations the tools to enable their employees to feel more empowered, responsible and motivated.
Whether you are looking to introduce coaching into your organisation as part of an overall culture transformation or just to increase the communication effectiveness of your managers, MCW can develop a programme with you to meet your needs. Our partnership with Tribal Consulting and ILM also means we can create an accreditation for you.
Proving the Business Case
The importance of the communication flow
Some of the challenges of implementing an organisational coaching programme:
Ensuring the needs of the individual (coachee) and organisation are both met
Integrating the coaching approach in with the overall organisational strategy
Understanding the difference between ‘pure coaching’ and using coaching as a management style
Managing the feedback and information flow between the three parties
Setting evaluation and measurement criteria and milestones.
Overcoming Challenges and Measuring Success
In order to overcome and best meet these challenges we believe that the development of any coaching programme is a collaborative and interactive process that needs to respond to the real and specific issues of the organisation.
Coaching programmes are notoriously difficult to measure at an ROI level. While it is possible, many organisations don’t invest the resources in determining specific ROI, instead they are satisfied with a) the coaching intervention meeting the specified objectives and outcomes of the specific coachee and are reported anecdotally b) the coaching programme addressing the selected organisational desires or issues at a thematic level. See our value proposition.
Download Culture Change PDF >
If you want to get a taste of the MCW approach to coaching skills training, come along to our next open course
