The benefits of implementing a ‘Coaching Culture’
Over the past few weeks, I’ve discussed the topic of ‘coaching culture’ and how it links in closely with the key business trait of resilience.
By way of a recap, a ‘coaching culture’ is when an organisation leverages coaching practices that enable managers to coach, motivate, and develop employees.
This equips colleagues with the tools, knowledge, and opportunities they need to fully develop themselves to be effective in their commitment to themselves, the company, and their work.
So, in this final blog of the series, I’d like to outline the key benefits of implementing a ‘coaching culture’ in the workplace.
Coaching in the workplace effectively helps you set up your employees for success – with your primary aim being to provide them with the tools they need to increase their knowledge and improve their skills.
Training is an essential part of staff retention. A recent study by Docebo UK, a recognised industry leader in software development, revealed that 83% of workers would be more likely to choose to work for an employer that prioritises continuous learning and development processes.
You can use coaching to validate, support, and empower employees – improving engagement and commitment levels. Employee engagement plays a vital role in productivity and retention.
A work culture that fails to recognise the importance of employee development opportunities and doesn’t adopt a clear strategy could suffer from lack of engagement. Not only can this lack of engagement cause you to lose top talent, but it can create skills deficits within your teams that could eventually cost you business.
One-on-one coaching helps nurture personal resilience, leadership style, team effectiveness and productivity.
Coaching encourages communication, reflection, and self-correction – helping your colleagues become more autonomous and take ownership of their work. In turn this develops a more confident workforce, as people believe they have the right skills to perform.
A Coaching Culture creates a love for learning which enables a Resilient Organisation Photo Tim Mossholder Unsplash
Finally, when employees are more aware of their own strengths and weaknesses, they’re more equipped to take on challenges and further their development.
All of these benefits contribute to how I define Resilience as “Springing Forward with Learning” and to do that we need to find opportunities to pause, reflect (learn), recuperate and reenergise; all of which will happen in a quality Coaching conversation.
Look out for the next in my monthly series of blogs.
If you require any further information in the meantime don’t hesitate to contact me via Email: russell@theresiliencecoach.co.uk.