I have been lucky enough to work for both blue chip and boutique organisations where a 'coaching culture' is actively encouraged. This 'terme du jour' is often hailed as a golden bullet to success, but what does it actually mean?
Feedback, improvement, inquiry, growth, dialogue.
And it starts with the leaders (doesn't it always?) If you want to create this type of culture, what changes are you going to make?
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First, organizations with a culture of coaching have the following habits: Employees at all levels are open to receiving feedback, input, and advice. In fact, they regularly request it from others. It is not easy to hear tough advice and feedback from others. Most leaders, managers, and employees don’t do it well. While the guidelines for receiving feedback are straightforward and the type of skill that is taught in $99 hotel seminars (e.g., thank the other person, treat the advice as a gift, direct it in the way that is most valuable to you, and focus on the issue and not the personal), many people get defensive and are closed to receiving feedback professionally. A culture of coaching starts with employees at all levels being open to advice and feedback. In other words, they are coachable.