What Exactly IS a Coaching Culture?
As your Coaching Culture Coach™, I suppose it makes sense to define what a Coaching Culture is, right? Okay, here goes!
Let’s start with basic definitions
“Culture” is generally defined as “the collective behaviors and beliefs of a specific group of people.”
So, the culture of your group – whether it be a team, department, or your entire organization - is the conglomeration of the behaviors and beliefs of each individual in your group… the big pot of stew, so to speak.
In turn, each person’s behaviors and beliefs are shaped by their thoughts, words, actions, perceptions, values, fears, assumptions, judgments, opinions, and life experiences.
The bottom line is that there are a lot of rapidly moving parts in identifying and shaping a group’s culture! And you want to be sure that you manage all these moving parts in a way that supports your team, not turns it toxic.
Now let’s look at the Coaching part of Coaching Culture
The formal definition of Coaching, according to the International Coaching Federation, is when a coach partners with a client in a thought-provoking and creative process that inspires the client to maximize their personal and professional talent.
To provide optimum value to the client, this process requires a variety of skills that an ethical coach commits to mastering, such as:
being fully present with the client
listening at multiple levels
asking questions that evoke the client’s higher level critical thinking and self-discovery
responding to the client in a neutral, co-creative, thoughtful, and respectful manner
Put them together
Blending these two definitions, I define a Coaching Culture as:
The collective behaviors and beliefs of a specific group of people that embody and express the skills and attributes of a masterful coach.
Or, in less jargon-y language, a Coaching Culture is when people who work together can consistently:
BE fully present with each other
LISTEN to each other so everyone feels heard and valued
COMMUNICATE with each other in ways that are respectful, kind, and co-creative
You might be thinking: Wow – that’s a tall order! Well, I agree. And creating a sustainable Coaching Culture definitely won’t happen overnight.
It requires a vision and a plan. It requires time, focus, resources, commitment, persistence, and patience to implement that plan and take tangible steps toward that vision.
And it will never be “perfect.” We humans have bad days. We get frustrated with ourselves and with others on the team. Plans don’t always work out the way we want them to.
I invite you to take a moment, though, and imagine what it would feel like if everyone on your team or across your whole company showed up every day ready to do the best they can to BE, LISTEN and COMMUNICATE like a masterful coach.
What if...
✅ when they disagree on something, they still listen to each other, find common ground, and co-create a workable solution.
✅ when someone is struggling, others pitch in without being told to.
✅ when some personalities don’t click, they still respect each other’s value and contribution to the team and are able to work together to a common goal or deliverable.
How would that environment impact your culture and your bottom line?
Got Retention?
We’ve all heard the saying: People don’t quit companies; they quit managers. You know this is true.
Team members quit managers that don’t listen. They quit leaders who try to control everything and everybody. They quit department heads who have uncommunicated expectations and expect people to read their minds. They quit supervisors that don’t respect them.
A study by Career Builder/Harris Interactive suggests that the #1 reason workers will stay is:
I like the people I work with.
People are naturally more likeable when they listen openly and communicate politely, instead of judging, assuming, yelling, arguing, or ignoring.
When you build – and sustain – a team that personifies the qualities that make coaching a powerful communication tool, your people will:
want to come to work every day
stick around long term
work their way through differences respectfully
help each other out
get the work done with less drama and more cooperation
Culture is infectious because emotions are contagious. This is why corporate culture is the most important investment a company can make. ~ Chip Conley, former CEO of Joi De Vivre Hotels
How’s YOUR culture doing?
Here are a few simple questions you can ask yourself to determine if it’s time for a culture jumpstart:
What three words would you use to describe your team’s overall morale and enthusiasm?
What common values or principles do your employees consistently express and uphold?
How is conflict typically resolved within a team or department?
How often do employees participate in professional and personal development opportunities?
What are your answers? Please share them in the comments below.
Is there room for improvement? (HINT: there’s ALWAYS room for improvement!)
I invite you to explore the details of my signature program: Coaching Culture Jumpstart™ at https://www.wakeupenterprises.com/work-with-laurie and reach out to see how you can easily and affordably jumpstart your culture!