With the explosive boom in self-development over the last decade, the growth of the coaching business is pretty predictable. While executives have used coaches for decades, only recently has it also become a part of corporate culture at other levels. When companies hire external coaches, they have some certainty that what is called “coaching” really is. High percentages of external coaches are trained as coaches and bring that professional training with them. Internal coaching is a developing field. Internal coaches are seeking training, developing internal coach training program, and approaching coaching as a proactive (rather than a reactive) strategy for development.
Whether the coaches are internal or external, HR departments are very positive in their reactions. The biggest change found in the 2013 Sherpa Executive Coaching Survey is the response of the HR professionals. As that report summarizes, “Human resources and training professionals report a double-digit increase in their confidence in the value of coaching. The number of contributors from HR and training who now see the value of executive coaching as ‘very high’ jumped from 63% to 75%.”
If you are responsible for developing a coaching culture, here are 10 key questions that will help you shape the program to get what you want:
1. How often are formal coaching conversations being initiated?
2. Is coaching viewed as helpful and proactive or remedial and threatening?
3. Are coaching conversations used for personal development, performance improvement, or both?
4. Are the executives verbally supporting a coaching culture? Are they being coached?
5. How is coaching being celebrated?
6. How often do leaders in the company initiate impromptu coaching conversations?
7. What resources are available to improve listening, feedback, and questioning skills?
8. Are peer engaging in sideways coaching?
9. What feedback are coaches receiving about their activities?
10. What external evaluations of the coaching process are being undertaken?
Coaching is not effective when it is offered as an “if you build it they will come” program. Like other company initiatives, your goals, resources, and emotional commitment are primary determinants of the results.
At Ultimate Coach University, we’d welcome the chance to support you in building your coaching culture.
I’m curious. What questions would you ask to shape a coaching culture?