Developing a sustainable, self-coaching culture within your organisation Transformation is driven through the people within an organisation, so the transformation coaching process begins with a series of interviews conducted with key players in the company.
The interview process serves to extract the core challenges existing in the organisation’s culture and at the same time explore the resources available internally that can be leveraged as a method for driving a coaching culture.
Coaching has been shown to help leaders develop a clearer understanding of their roles and responsibilities. When leaders are more confident about what they need to do, they are better able to motivate employees and mobilise them for action. This up-skilling of leadership, as well as other change agents within the organisation, also gives them the tools to manage and lead with a coaching style.
A coaching culture displays skilled transformation leadership and positions a company as a self-organising, learning organisation.
Transformational interventions of this nature need to be designed collaboratively – working with existing teams to co-create the desired behaviours and process.
Co-creation is a process of enticing and engaging individuals in the team to participate in a facilitated process of information gathering and sharing, towards an aligned and inspired business strategy. It creates buy-in, which is critical to building understanding and trust within a team, and in turn influences the greater organisation through realising strategic successes.