How to create a coaching culture in an organisation?

Training & Coaching Square advises, supports and guides organisations to help them create a coaching culture. There are two essential elements that are key to achieving success here, namely a systematic and step-by-step approach.

You can contribute towards creating a coaching culture by using coaching as a growth strategy instead of a curative or corrective system. Applying coaching skills becomes an attitude.

The conditions for success are outlined below.

  1. The organisation has a clear idea of what a successful coaching culture is.
  2. They carefully plan this process: What do we want to achieve and when?
  3. The organisation genuinely supports these efforts; based on a common vision of ‘coaching’ as a strategic tool for organisational development.
  4. At least one Human Resources professional will be trained as a certified coach. The cultural change is centralised and driven by Human Resources.
  5. Open communication and close cooperation between the management, HR and the pilot group of internal coaches is essential.
  6. An experienced coach will train a pilot group (from the line management) to become internal coaches; this “leading coalition” must be large enough and representative for the entire organisation.
  7. After completing the training, the pilot group can start conducting coaching conversations in the organisation. It is important for newly-trained coaches to realise that not all coaching conversations will be successful, and that they could revert to old habits and pitfalls; it takes time to truly master coaching skills and techniques, and to make them a new habit.
  8. The coaching training is followed by creating awareness within the entire organisation. This is a must to ensure that the coaching culture is implemented and spread throughout the organisation. HR will steer this process in cooperation with the group of internal coaches; this will be based on their own coaching experiences and gained expertise, this means, among others, that the coaches from the pilot group will test what they have learned in practice.
  9. Make sure to follow up on the training. This is achieved via intervision and supervision; in this way, the coaching efforts will remain alive within the organisation.
  10. The pilot group can then, in cooperation with Training & Coaching Square, train the rest of the management to perform business coaching conversations.
  11. The organisation will issue regular and clear updates on steps taken, and progress in terms of a cultural change; this includes pitfalls and learning points; this is done in a neutral and nonjudgemental way, based on a ‘learning attitude’. A coaching culture is a cultural change that will require 2 to 3 years, it is essential that all stakeholders understand this and that they do not give up during the first obstacles that they encounter; perseverance and believing in the chance of success are crucial for success here.
  12. The organisation must have at least one role model – an expert coach or lead coach.
  13. Make sure that an external, qualified coach is available to provide support.