Coaching is no longer individually focused. Coaching should serve the culture of organizations; mission, strategic vision, leadership teams, new managers, high potentials, and cultural change agents to name a few. Coaching should participate in your learning and development initiatives to drive cultural change. Coaching should be delivered individually, within a group, and as a training platform.
Coaching & business strategy
Great coaching programs must be built upon your organization's mission, business strategy, and organizational development plans. Great coaching programs must start with an assessment of corporate and individual viewpoints and a desire to move forward.
So what's the starting point?
The solution starts with a dedicated decision-maker, and that's my starting point for agreeing to work with organizations. I begin by individually engaging the decision-maker to help them clarify their thoughts, align their desires and put an action plan in place around how to move forward.
From the decision-maker, I begin to work with the other senior leaders to develop a common language, understand the current processes, hear their thoughts on what a consistent communication strategy is, how they understand incremental wins and losses as well as how they foster trust among their team.
With this big picture in hand, an analysis is done between the decision maker's viewpoint and what their leadership team believes. This is the starting point.
Coaching is a cultural change agent, not an HR initiative. The coaching programs I have deployed involve a three pronged approach: Individual, Group Coaching, and focused training sessions. Why is this important?
Individual coaching: This is a targeted group of individuals who have the ability to actively impact an organization's culture. Some examples are high potentials, social influencers, new managers, change agents, and an identified cohort of individuals needing "just-in-time" development.
Group Coaching: Group coaching is a hybrid coaching environment that empowers employees to engage, cultural needs to be identified, brings organizational roadblocks to the surface, and allows for teambuilding. The group coaching arena is where I introduce laser-focused training for self-identified training topics.
Training sessions: The Chinese have a saying: "The last one to know about the sea is the fish." I use this example as a way of telling you that you must start with cultural awareness before you introduce training or you will never realize where you are in relation to where you want to go. Training should be laser-focused, topic-specific, and interactive.