Starting to Build Coaching Culture: First Steps

Now that you have had time to consider the three key principles to coaching culture, let’s look at the first steps to put this into action.

Step One: Be clear about your vision of success.

What are your criteria, goals and aspirations for a high-performance coaching culture in your organisation? What does that mean for you? What might be some characteristics of such a culture? For this, you could draw upon some of the work undertaken by the International Coach Federation (ICF) and the Human Capital Institute (HCI) in their research into coaching culture. Since 2014, ICF and HCI have partnered annually to explore the characteristics of strong coaching cultures and how organisations use coaching to achieve strategic objectives.

They define organisations with strong coaching cultures as those that meet at least five of the following criteria:

• Strongly/somewhat agree that employees value coaching
• Strongly/somewhat agree that senior executives value coaching
• Managers/leaders (and/or internal coaches) received accredited coach-specific training
• Coaching is a fixture in the organisation with a dedicated line item in the budget
• All employees in the organisation have equal access to receive coaching from a professional coach practitioner
• All three coaching modalities (internal coach practitioner, external coach practitioner and managers/leaders using coaching skills) are present in the organisation

For a closer look at these criteria and Steps Two and Three, sign up to receive this full series directly to your inbox. I want to help you bring coaching into your organisation in a way that truly makes a positive difference and is done by developing a strategy that is just right for you, your people and your business.