Have you considered implementing an open and more creative culture with your organisation and yet feel stuck on how to get started? A workplace coaching culture will motivate your employees, increase job satisfaction and remove work from the desk of managers as well as providing great results for the future of the business. But wondering how and where to get started? And more importantly how to get everyone on board? This article will outline why businesses need a coaching culture post-pandemic plus the 3 top benefits of incorporating a coaching culture using group coaching so that the change can create cultural change faster and more cost-effectively.
Why do businesses need a coaching culture?
With business stretched to the max it can feel very hard to adapt to fast changing working environment. Over the last few months businesses have needed to adapt to:
- increase in hybrid remote working,
- businesses become busier with the post-pandemic boom,
- the widening skills gap as key performers jump ship after a post-pandemic life re-evaluation
- the increase of the millennial workforce who are looking for mission and purpose in their working lives not just a paycheck for a good day’s work!
Organisations that were pulled tight before the pandemic have an even bigger working remit now and are looking for more from their staff.
The solution is an agile working environment that benefits the individual with a faster and more empowered solution process. And the organisation benefits by being able to navigate busy working periods as well as being able to push forward to stronger business growth.
“Adele recently did some training on mental resilience for Saunderson House and it was slick and inciteful, whilst also being extremely helpful. I was particularly impressed that she took the time to follow up immediately on some feedback that I had given with an invite to a personal discussion, which was also very useful. Not only does Adele clearly ‘know her stuff’ but she also cares and is very authentic. I would be very happy to recommend her services”
Chris Noble Director of Saunderson House
Empowerment and trust that is the major benefit from a coaching culture mean that the individual can feel heard, supported and feel qualified to problem solve. As these skills develop, micromanagement is reduced and communication becomes clear and effective. Micromanagement is a symptom of the command and control workplace culture.
If you are interested in finding out more about the cost of mental health click here to DOWNLOAD: White Paper How much is mental ill-health in the workplace costing?
What are the benefits of working within a coaching culture?
1. 95% success rate
Research on accountability by The American Society of Training and Development (ASTD) discovered that individuals have 65% of sticking to a new way of working and a change in behaviour if you tell someone, and make a commitment.
This percentage increases dramatically if you have a specific accountability group that managers have made the commitment to; the success rates increase to 95%
2. Shared community
The biggest benefit of Group Coaching is the “sense of community” and the shared values of the business that is created with the group.
This combination of a shared and focused commitment to reach one goal is very powerful. Everybody working together to achieve the same thing is incredibly supportive and nurturing.
I’ve noticed that when my clients make commitments toward their goals in front of the group, they have a greater sense of engagement and responsibility to follow through.
The benefit of the pledge made in front of others – not just in front of the coach – makes the undertaking more resolute.
3. Supported and learning from others
Using other members of the team allows individuals to try out their new ways of being and adapt their behaviours. Whilst feeling that they have the backing of others in the company.
The group forum creates a safe and open discussion on how changes can happen, how to adapt to personal circumstances by learning from others experiences at work around similar issues.
Managers and team leaders will then adapt their own behaviours and feel encouraged to try again if needed. It is a strong learning process, where growth happens.
If you are interested in finding out more about how executive coaching is becoming increasingly important for resilient organisations then you’ll be curious to read this article Why executive coaching is the new norm for resilient organisations
4. Variety of real-life experiences
The group approach leads to a huge variety of approaches that stimulates and encourages creativity.
Different solutions offered by the other members often give clients the courage to try something new. It is never one solution that fits all, but a collaborative experience that benefits all.
5. Less alone
Clients have also explained that in a group setting they feel less alone. They enjoy and are more open to learning from other members’ experiences.
For example, when the members discuss their own “reasons for change” it sparks the other members to identify their own reasons to make changes. Sometimes hearing it from another individual’s perspective can be that ‘aha’ moment that makes the change seem more realistic. Often group participants find solutions to their problems or blocks from others in the group
6. Courage to try something new
Often clients feel overwhelmed when starting a new nutritional habit or changing their lifestyle to incorporate better movement and exercise routines. It takes courage and willingness to try new things.
It often feels harder on your own and that feeling of taking a greater risk, the disappointment of failure when you try things on your own. With the support of others and the “let’s explore this together” community feel of the group, the dynamic for change is very compelling.
7. Empowerment
The group coaching setting is an important way to express support for each other in a nonjudgmental way.
The focus of the coaching group is the same and with that brings the strength of conviction and determination to reach their own goals and the groups goals.
8. Experiment with a new way of thinking and doing.
Members of the group are able to experience empowerment and try new things with less fear so that they can step out of their comfort zone and try new things.
How can your business implement a coaching culture?
1. Awareness
Raising awareness that a coaching culture is being embraced will mean that colleagues will feel comfortable about asking for different styles of communication – a more empathetic one. When an individual has spoken in a way that seems too directive or patronising, the recipient has invited a different perspective and point out how the communication has been received.
When awareness has been raised of the coaching culture there will therefore be a widely communicated expectation that coaching approaches are used. Feedback and being able to talk freely about what that means in everyday interactions will be commonplace.
2. Use a simple coaching model
Using a simple coaching framework like the GROW model is a great start to coaching conversations and making sure that everyone is aware of the model and how to use it means that its adoption rate will be quicker.
3. Empathetic listening
Great coaches ask brilliant questions. Arriving at an answer or solution too soon shuts down alternatives. Constructive questioning helps us all consider the assumptions we make and reminds us to be open to ‘different’
4. Open conversations
Pausing and listening to the response of colleagues enables great empathy and understanding. Open ended questions facilitate a great start and pausing before responding to ensure that your colleague has finished not just talking but also thinking around the problem.
5. Accept not everyone will be on board
Appreciating that some team members will not be receptive to coaching approaches is often the biggest stumbling block. But being honest with ourselves, not everyone will embrace the self analsyis and personal responsibility that coaching entails.
There some people need more persuading, convincing and time to embrace this different style of management.Looking for the key bright spots is the way to success. As Dan & Chip Heath outline in their best selling (and amazing book) Switch! Don’t solve problems instead copy the success of the ‘bright spots’
“A problem may look hopelessly complex. But there’s a game plan that can yield movement on even the toughest issues. And it starts with locating a bright spot — a ray of hope.”
Dan and Chip Heath Switch
Whilst coaching may not initially be a successful enterprise within your business; the secret sauce is to look for those individuals who do embrace it and showcase their success.
What does a group coaching practice look like?
- Group Coaching is based on a small group format (the ideal size is: 6-8 participants). And includes emotional wellbeing education and the opportunity to develop skills by using expert coaching combined with peer support.
- The skilled and experienced coach moderates and guides the group using techniques like deep listening, thoughtful reflections, and evocative questions.
- The group is a safe, nonjudgmental space that allows for creative exploration to support managers so that they can determine and focus on their own goals and action plans and solutions to work-based problems.
- The group creates powerful motivation for its members where the teams initiate and stick to their personalised action plans which creates the changes required for a coaching culture within the business.
Next steps?
“Adele’s coaching session was very valuable and well-timed during COVID lockdown, working from home.”
Lee Jennings Pension Planning at Openworks
If your organisation is looking to incorporate coaching programme or would like to investigate the opportunities that coaching can offer please email me to discuss your organisational requirements or book an appointment straight in my diary
To move your resilience training forward, the next step is to book a call with me, Adele Stickland and together we can discover what stage your organisation is currently at, and how you can best implement the most proactive strategy that will serve your employees Book a call, Adele Stickland
#corporatewellbeing #resilientleadership #resiliencecoach
