How would establishing a coaching culture help your organization?
15/08/09 05:21 Filed in: Coaching
culture | Self-assessment
In a coaching
culture, staff members
empower each other through listening, inquiry,
focusing on SMART actions, and
encouragement. To find out how
establishing a coaching culture would help you,
take the following self-assessment (download). Circle the number that
comes closest to representing how true the
statement is for your organization right now.
Use the following scale:
4: Consistently • 3: Usually • 2: Sometimes • 1: Rarely
Culture
___ We communicate effectively.
___ We have good morale.
___ We have good staff longevity.
___ We support staff to achieve work-related goals.
___ We support staff to achieve personal goals.
___ We don’t experience fear of change.
___ We collaborate (instead of conflicting).
___ We focus on results (instead of activity).
___ We focus on the mission (instead of other good things).
___ We focus on working smarter (instead of working harder).
___ We pursue defined goals (instead of pursuing undefined goals).
Coaching skills
___ We listen (instead of talking).
___ We inquire (instead of giving advice).
___ We focus others on taking SMART actions (instead of letting others take undefined action).
___ We encourage (instead of criticizing).
Coaching skills usage
___ We use coaching skills to move in new directions.
___ We use coaching skills to influence each other.
___ We use coaching skills to collaborate with each other.
___ We empower others to solve their problems (instead of solving others’ problems).
___ We support, encourage, and hold others accountable to achieve goals more (instead of just assigning goals).
Coaching culture building blocks
___ Leaders receive coaching.
___ Leaders have taken at least 12-hours of coach training.
___ Leaders coach staff.
___ Leaders use coaching skills throughout the day.
___ Leaders communicate about how coaching helps them and the organization.
___ Staff understand what coaching is and how they can benefit from it.
___ Staff receive coaching.
Now, ask yourself 5 questions about the data:
4: Consistently • 3: Usually • 2: Sometimes • 1: Rarely
Culture
___ We communicate effectively.
___ We have good morale.
___ We have good staff longevity.
___ We support staff to achieve work-related goals.
___ We support staff to achieve personal goals.
___ We don’t experience fear of change.
___ We collaborate (instead of conflicting).
___ We focus on results (instead of activity).
___ We focus on the mission (instead of other good things).
___ We focus on working smarter (instead of working harder).
___ We pursue defined goals (instead of pursuing undefined goals).
Coaching skills
___ We listen (instead of talking).
___ We inquire (instead of giving advice).
___ We focus others on taking SMART actions (instead of letting others take undefined action).
___ We encourage (instead of criticizing).
Coaching skills usage
___ We use coaching skills to move in new directions.
___ We use coaching skills to influence each other.
___ We use coaching skills to collaborate with each other.
___ We empower others to solve their problems (instead of solving others’ problems).
___ We support, encourage, and hold others accountable to achieve goals more (instead of just assigning goals).
Coaching culture building blocks
___ Leaders receive coaching.
___ Leaders have taken at least 12-hours of coach training.
___ Leaders coach staff.
___ Leaders use coaching skills throughout the day.
___ Leaders communicate about how coaching helps them and the organization.
___ Staff understand what coaching is and how they can benefit from it.
___ Staff receive coaching.
Now, ask yourself 5 questions about the data:
- How many 4s, 3s, 2s, and 1s do I have?
- What excites/concerns me about the data?
- How would establishing a coaching culture help?
- What can I do to encourage the development of a coaching culture?
- What will I do?