Developing a Coaching Culture

Overview

Course duration: 1 day.

Learn how to cultivate and promote an environment that delivers increased motivation and performance.

According to the CIPD's 2009 Learning and Development survey, over two-thirds of organisations use coaching as part of their learning and development strategy - yet only half of respondents reveal that coaching is linked to overall L&D strategy.

Businesses that create a 'coaching culture' demonstrate that they value their people – and their people’s development within the organisation. Extensive research shows organisations using coaching as a tool to drive development and change show increased employee performance, motivation and productivity. To succeed however, the coaching initiative has to be well supported by the underlying organisational culture.

This one-day seminar will provide you with the skills and knowledge to cultivate and promote an environment that delivers increased business performance – and the edge you need to stay ahead of your competition..

Is it right for me?

Designed for L&D and HR professionals, organisational development and change specialists, executive coaches, managers and team leaders.

What will I learn?

By the end of this course you will be able to:

• Understand how coaching works and when it is appropriate
• Create a culture that supports coaching-including top down buy-in
• Gain key strategies and techniques in formulating and communicating clear and constructive feedback
• Use reliable models to plan and carry out coaching
• Learn how to cultivate and promote an environment that delivers increased motivation and performance

What will it cover?

Coaching – what does it mean?

• Definitions and examples
• Coaching versus mentoring
• Formal versus informal coaching

The business case: why invest?

• Case studies: examples of how coaching can impact business performance
• What are the measurable benefits of a coaching culture?
• Improved communication, conscious development of talent, disciplined leaders, enhanced employee engagement = increased operational improvement

Developing a coaching culture: first steps

• Reviewing current coaching strategy and practice
• Connecting coaching to business strategy and understanding its impact
• Senior management buy-in: selling the business benefits
• Selecting a coaching champion
• Communicating change clearly and consistently
• Planning for resistance

Establishing a behaviour-based coaching approach

• Connecting coaching with organisational values
• Removing and changing inhibitive behaviours
• Actively promoting behaviours that support the desired culture

Creating a coaching methodology

• Demonstrating clear learning outcomes
• Agreeing success criteria and a feedback process
• Developing evaluation strategies to measure desired outcomes
• How to embed coaching processes and behaviours