Coaching-for-high-performance

Why a coaching culture is key to employee engagement

When we think of the most important qualities every manager should possess, the first to come to mind might be innovativeempathetic or motivating.

Google, on the other hand – known for its people-centric approach to creating a successful organisation – identified 10 behaviours that all its best managers share. The most important of all at the top of this list was ‘being a good coach’.

A coaching culture is certainly not a new concept, but one that is increasingly being adopted in businesses across the globe that have recognised the value of coaching and its impact on business, employee well-being and engagement, and management effectiveness. And, with employee turnover rates being higher than ever before, having a manager who is equipped to coach, engage and motivate their people is one of the best ways to retain talent.

How does an executive, manager, supervisor, or team leader who is equipped with the skills to coach individuals, help keep employees engaged at work?

  1. Using coaching skills, managers are better equipped to listen, understand and empathise with team members’ experiences. These insights help to create a more accepting and pleasant workplace atmosphere.
  2. As senior internal members of staff are empowered with coaching skills, they serve as examples to the rest of a workforce that the company values continuous growth and development.
  3. As managers or leaders coach others (peer coaching), creating thinking partnerships, demonstrates to employees the solution focused approach of leaders and the organisation.
  4. Coaching empowers employees to take ownership and responsibility for their work, isn’t this what most employers grapple with?
  5. Coaching encourages diversity of thinking, bringing in new perspectives to an issue or challenge, creating an innovative work environment, much needed in this digital age we are in.
  6. In our ‘Coaching for High Performance’ training in particular, managers are trained to measure the impact of coaching interventions undertaken with their own coachees and teams. This includes financial, non-financial, tangible and intangible impact. In this way, the ‘coach’ is able to glean how well individuals are responding to coaching and make changes where necessary.

Building coaching into the fabric of a business by imparting coaching skills to managers and, by ripple effect, across all employees, is a great way to foster a coaching culture, build a strong pool of leaders ready to tackle any challenge, and enable an engaged, present workforce.

Remember that there is no one size fits all approach to coaching, and it may not be a question of choosing either internal or external coaching as a way forward for your business, but perhaps both. Speak to us about our Coaching for High Performance training and one-on-one as well as group coaching interventions to find out how your business can prosper from building coaching culture in 2022.

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