What is a coaching culture and how can you develop one?

At Turning Point HR Solutions we work with our clients to develop manager’s skills in order that they can successfully facilitate the exploration of needs, motivations, desires, skills and thought processes to assist individuals in making real, lasting change.

We initially use questioning techniques to facilitate client’s own thought processes in order to identify solutions & actions rather than take a wholly directive approach.

Working to support the client in setting appropriate goals & methods of assessing progress in relation to these goals.

We observe, listen and ask questions to understand the client’s situation and apply creative tools and techniques including group and 121 training, facilitating & networking.

We encourage:

  • commitment to action
  • the development of lasting personal growth and change
  • evaluation of the outcomes from the process
  • the use of objective measures to ensure that coaching is successful

Coaching has become very popular within organisations over the past decade. At Turning Point HR Solutions we work with clients and their management teams to really maximise the value of coaching.

More and more companies are reaping the rewards of quality coaching to enhance performance, motivate, and increase self-esteem, job satisfaction and leadership capability.

Many organisations are now looking to use coaching to develop managers, and to improve performance of the business as a whole.

Turning Point HR Solutions work with clients to develop a coaching mind-set and to help embed coaching behaviours throughout organisations. The robust programme design and delivery enables investment in coaching to be maximised.

Since annual spending on coaching in the US is estimated in excess of $1 billion dollars and in the UK it is estimated that some form of coaching is used by approximately 75% of organisations, a key question is: Are you really maximising the value of coaching?

Coaching – maximise the benefits

Our clients have found that in order to maximise the initial investment and to gain the most value from coaching skills development internally they need to ensure that coaching is:

  • a continuous process adopted across the whole organisation
  • part of the fabric of the management process and the default style of managing and working
  • undertaken on both a formal and informal basis

And is not

  • a sporadic intervention
  • a bolt on activity
  • happening only in isolated pockets of the organisation

We have found that organisations where we help to develop a coaching culture consider they are better enabled to get the best out of people on a day-to-day basis.

In our observations of our clients’ outcomes we believe the coaching culture to be one in which ‘…the regular review of performance and just-in-time feedback is expectedthe culture of coaching sets the expectation for feedback – positive or for improvement – that is specific, behavioural, and results-based.

Creating an environment in which all members ‘support and reinforce the best in one another’ is a critical success factor.