Explore strategies and additional resources for gaining buy-in and shifting your company’s culture.
- So, there we have it gang, in essence coaching is about generating growth, results and opportunity. At it's best, coaching also creates an environment where positive behavioral changes lead to improvement in team and organizational results. And here's what's curious. Despite the fact that coaching is in wide use across the corporate landscape, it's often viewed as a remedial tool to correct poor performance but good coaching is about creating a high performance culture not managing a low performance one. So let's say you leave this course committed to implementing a coaching program. You're intent on sharing your experience and results with leadership in the hopes of generating wider adoption. Now that's fantastic. A natural aptitude goes a long way but I encourage you to take this further. Coaching is a management skill that requires devoted energy to improve. So consider enrolling in a formal coaching training program. Training and certification will give you depth and mastery and the confidence and credibility to make your case. Now before we're done, I want to share a few ideas that will help you get buy-in from leadership. Number one, keep a record of all meeting days so you can quantify the time spent with everyone you've coached. Two, take notes during every meeting. You want to capture insights and accomplishments and accountabilities and of course, next steps. And three, use collaboration tools because the coaching process is so iterative, with each meeting building on the next. Think about using a cloud tool to capture notes so you're always on the same page with your employee. Four, network and share. To gain wider adoption of coaching practices you want to be sure to share your progress and the results your people have produced with everyone. From your boss, to influencers in other departments, even HR. That's another reason your note taking is essential. Now, a lot of inc has been devoted to the topic of building a coaching culture or creating a learning organization. In the exercise file for this course I've included a list of books and websites devoted to the topic so you can feed your curiosity and build your case. In the past several years, many studies have been conducted to measure the effectiveness of coaching in organizations and I've included a few of those studies in the exercise guide as well. Now if there's one thing to take away from this course, remember, people are dying to be coached, to be supported. So practice. Fall down, get back up and do it again. You'll not only transform the careers of the people you coach but your own career too.
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.