The principles of a coaching culture
There are three principles underlying a coaching culture in the workplace:
There may be twenty ways of achieving any goal; the most effective is usually the one that the person who has to accomplish it chooses. If people are allowed to create their own pathways in tune with their personal styles of learning and performance, they will achieve better results and enjoy the process along the way, raising energy and loyalty to the organisation.
There are two ways of building self belief. One of them is by receiving recognition from others, and the other is by increasing our confidence through learning by practice, trial and error. A coaching style of management encourages both.
Research shows that human beings learn through making mistakes. Therefore it is essential that risk and error in the workplace are treated as part of the learning process.
If any one of these elements is missing, the culture will struggle. However, the beauty of coaching is that it can thrive at many levels and in pockets throughout an organisation. So, if budgets do not stretch to an entire coaching programme, seeds can be successfully planted in small ways which will spread of their own accord.