Coaching is a powerful tool for any leader looking to expand and maximize their performance capacity. However, when organizations truly embrace a culture of coaching, both transformation and return on investment exponentially increase at all levels of the organization. So what does it take for an organization to implement a coaching culture?
First, organizations must understand (and educate) the distinction between coaching and consulting. While consulting can be strategically valuable, consulting does little to empower leaders. In fact, more often than not, consulting can disempower leaders if an organization becomes more dependent on outside consultation than inside wisdom. Organizations that get the value of coaching get that the return on investment is exponential beyond the immediate challenge or opportunity.
Second, organizations must create an accountable community of support to help those in coaching achieve their greatest potential. When coaching is done in a silo, a coachee may realize a certain level of benefit. But true breakthrough takes a village. It requires the coachee’s supervisor, direct reports, HRBP and other stakeholders be in the game for both supporting and holding the coachee accountable to the coaching goals they set for themselves. Organizations that create community structures to truly support coachee’s in their coaching realize exponential more return on investment from their coaching activities.
Lastly, organizations must be open to change themselves. Long-term business success requires evolution. Expecting leaders to develop more expansive and innovative thinking in coaching while keeping to limited and antiquated mentality as an organization will have your organization miss out on maximizing the full potential your coachee’s newly expanded capacity. It’s like upgrading from a Toyota to a Ferrari, but then keeping the Ferrari on a dirt road. You want to put your Ferrari on a pristinely paved road to allow it to fully open up its engine. And that requires changing the road as much as the car itself. Organizations that focus on their own evolution as much as that of their coachees realize a far greater return on investment in their leadership development.
In summary, in order for organizations to maximize their return on investment in coaching, they must also be in the game for creating a truly empowering culture of coaching. Do so sets you up for redefining the performance capacity for not just your individual leaders, but your organization as a whole.