There is a large increase in the investment organizations are making to promote a “culture of coaching.” No longer is coaching just available to the C-suite. Many organizations are now scaling coaching programs widely across their organizations to build a coaching culture. The 4 ways will help you and your organization build a culture of coaching. Why? Because it makes smart business sense.

How do you know if your organization warrants developing a culture of coaching?

Ask yourself this question…

Do you believe any of your employees have more potential than their current performance level?

If you answered, “yes”, (would anyone answer this question with anything but a resounding, YES!) what’s the cost to your organization of not using that potential more often?

Coaching has been proven to be one of the best means of addressing the issue of maximizing employee potential. Just look at any sports team or athlete. Every single one of them have coaches! Let’s face it, anyone who wants to stay at the top of their game, needs a coach.

Coaching is a business imperative, not a nice perk. Coaching helps leaders achieve their personal best, swiftly adjust to the demands of their environment, and expand their personal level of impact, according to the Center for Creative Leadership.

What Exactly is a Coaching Culture?

A coaching culture simply means maximizing your employees’ talents. Coaching is an effective tool to support, empower, and develop your employees so that they learn new skills and become greater assets to your organization. A management culture that emphasizes training, regular feedback, and opportunities for growth creates a more engaged and energized workforce that nurtures the talent within, according to Forbes Coaches Culture.

What could be better than a high-performance environment that holds people accountable for delivering results, while fostering a climate of full engagement, personal development, and mutual support?

4 Ways to Build a Coaching Culture

I recommend using a mixed modality model to build a coaching culture where you use internal coaches, external coaches and managers/leaders who learn to use coaching skills daily.

1. Internal Coaches are Tuned in to the Organizational Culture

Internal coaches are helpful because they understand your organization’s culture. Training internal coaches can be a great asset to giving effective feedback, nurturing employee development, and inspiring outstanding business results.

2. Team Coaching Increases Collaboration and Decreases Silos

Utilize team coaching to increase collaboration, work more effectively across business units, and increase the ability to problem solve and communicate more effectively.

3. External Coaches Provide Valuable Objective Feedback

External coaches offer a valuable outside objective perspective and act as a confidential sounding board. Offer external coaches to a broad array of leaders —not just the C-suite.

4. Managers and Leaders Learn to Use a Coaching Approach

Every manager can learn how and when to use a coaching approach to manage and develop their employees to produce better business results.

Using coaching in multiple ways both from the inside and the outside increases your organization’s success and your employees’ engagement and happiness.

No longer is coaching just available to the C-suite as many organizations are now scaling coaching programs widely across their organization. There is a large increase in the investment organizations are making to promote a “culture of coaching.”