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    Your organization could fall behind if you are not creating a culture of coaching – Do your managers have the skill?

    Increasingly, our clients are telling us that they desire a culture where coaching is integral to the way the managers and employees interface.  They envision managers and employees partnering with each other in a thought provoking and creative process that inspires potential for individuals, teams and the organization.

     

    While the value of a culture of coaching has long been recognized, it seems even more important today. In virtual and hybrid workplaces, face-to-face time for your managers with their direct reports is precious, and the need for productive and engaging communications is amplified.

     


    Coaching is about leading through conversation – thought provoking dialogue that helps the other person have new awareness, realizations and a feeling of empowerment to solve their own problems.


     

    Skilled Managers Matter

    Managers and leaders who are trained to use coaching skills are equipped to create an environment where team members’ contributions to the organization are valued.  With strong coaching skills they help develop each employee to reach their performance potential and create an environment where everyone thrives.

    This results in greater engagement of your talented employees – and research has shown time and again that engaged workers out perform and out-produce those who are not engaged.

    Good managers who are also good coaches learn to ask relevant good questions.  They bring their coaching skills to conversations about development and career planning, goal tracking, retention and engagement.  This leads to greater understanding and deeper trust with their employees.

    Yet having managers who are lacking in these same abilities will result in teams that are disengaged, unproductive, and more likely to look for opportunities at other companies where fulfillment might be higher.

    In a company with a coaching mind set we see highly identifiable behaviors from managers and their team members on a daily basis.  In a culture of coaching a high-performance workplace is achieved by:

    • Open, honest and supportive conversations to give and receive feedback and support and stretch each other’s thinking
    • Holding people accountable for delivering results while nurturing a climate of full engagement
    • A focus on personal development and support of each other.

     

    The Road to Lasting Change is Hard to Travel Alone

    A culture of coaching can transform the quality of relationships in the workplace, and lead to high levels of engagement and productivity.  This environment fosters a sense of community and shared purpose, and demonstrates to employees that they are valued and that their contributions are welcome.

    However, for a manager, it can actually be quite difficult to incorporate and implement, especially if they are more process-oriented instead of relationship-oriented.

    Like changing any engrained behavior or developing a new one, it often isn’t easy. It takes learning, repetition, accountability and guidance — all while juggling the daily challenges of work and life.

     

    Enable a Culture of Coaching by Teaching Your Managers to Coach

    Coupling foundational learning about the concepts of manager as coach with skill building, practice and feedback from a Coach is the best way to build this capability in your workplace. Coaching supports:

    1. Enhancing your managers’ self-awareness
    2. Developing your managers’ emotional intelligence
    3. Strengthening your managers’ ability to set and achieve goals
    4. Helping your managers build more effective teams
    5. Teaching your managers how to create richer social connections

    Don’t let your organization fall behind.  Learn how Coaching Right Now can help develop the coaching skills of your managers.  Contact us at info@coachingrightnow.com

    About the Author:

    Rosanna began working with Coaching Right Now in 2014, and she brings extensive experience working in global diversified industrials, small privately owned businesses and health care. A true corporate Renaissance woman, she has specialized in Human Resources, Organizational Development and Talent Management.