How Coaching Shifts Organizational Culture
Coaching is increasingly being embraced by progressive organizations as an effective and highly personalized strategy for leadership and professional development. No longer sitting in the shadows and mistaken as a form of discipline, coaching is helping good leaders become even better, positioning emerging leaders for long-term success, and contributing to the retention of key employees who value the reward that it represents.
Defined as a partnership that engages an individual with a specially trained coach, those who have experienced coaching understand that it is vastly different from “being coached.” True coaches, who have a combination of coach-specific education, knowledge and skill, support their clients with insight-provoking inquiry, keen observation and creative energy that brings out the client’s best. “Being coached,” on the other hand, often refers to receiving well-intentioned advice, consulting and delivering recommendations that may not be relevant or sustainable.
Coaching, in its true sense, has significant benefits for an individual, but it also brings substantial payoff for the organization. Those who experience coaching discover the power of inquiry-based versus telling conversations. They see firsthand the transformation that occurs when human interaction is free of assumptions and biases. People thrive when the focus of dialogue turns from Me to We and supports moves from directive and critical to partnering and encouraging.
As individuals across an organizational spectrum experience coaching, they naturally adopt some of coaching’s best attributes in their own interactions. For example, change conversations move from “Get on board!” to “What are your fears?” Performance conversations evolve from “You’re on thin ice,” to “What do you need to succeed?” When there is a positive shift in the way people work together, the organization begins a transformation to one that is characterized by more open communication, growing cross-functional partnerships and increasing psychological safety.
Fundamentally, every organization is a collection of people. When the environment in which those people operate is one that encourages and rewards candor, respect and mutual support, the entire business benefits. Coaching is the key to infuse those elements into the organization’s operations and ultimately, into its culture.
Lillian LeBlanc, PCC (USA)
Lillian LeBlanc, PCC, MBA, is the principal of Ibis Coaching, LLC. An experienced leader, Lillian is a past president of the ICF Central Florida Charter Chapter, and she served as a director and officer of the inaugural ICF Coaching in Organizations Global Board of Directors.
The views and opinions expressed in guest posts featured on this blog are those of the author and do not necessarily reflect the opinions and views of the International Coach Federation (ICF). The publication of a guest post on the ICF Blog does not equate to an ICF endorsement or guarantee of the products or services provided by the author.
Additionally, for the purpose of full disclosure and as a disclaimer of liability, this content was possibly generated using the assistance of an AI program. Its contents, either in whole or in part, have been reviewed and revised by a human. Nevertheless, the reader/user is responsible for verifying the information presented and should not rely upon this article or post as providing any specific professional advice or counsel. Its contents are provided “as is,” and ICF makes no representations or warranties as to its accuracy or completeness and to the fullest extent permitted by applicable law specifically disclaims any and all liability for any damages or injuries resulting from use of or reliance thereupon.
Tal cual, muchas gracias el coaching es la clave para la transformación y si yo me transformo mi organización se transforma, sobre todo en esta época de pandemia.