Creating a Coaching Organization – Part 2 – By Manoj Sharma
January 30, 2007
So what is a coaching organization?
Before we answer that question, let’s first examine what Professional Coaching is.
For our present intent and purpose, we can define Professional Coaching as a professionally conducted, end-to-end process, that delivers predetermined desired results. It is the culmination of proven best practices from various professional fields that have been formulated into professional coaching technologies, methodologies and techniques to boost individual, team and organizational performance; and through performance, profitability and fulfillment levels too.
This is of course what DifferWorld’s Professional Coaching Technologies, Methodologies and Techniques are all about in a corporate environment – creating and delivering initiatives that make an immediate tangible top and bottom line difference, impacting all levels of organizations in a sustainable way, with a scalable measurable return on investment to show for it.
In that light, a Coaching Organization is an organization in which all key leaders have been professionally accredited and certified as competent coaches, and the rest of the organization has been fully educated about how professional coaching benefits them personally and hence welcome professional coaching.
So, what will creating a coaching organization do?
Culture in an organizational context is the personality and collective thoughts of the organization as a whole. It is how an organization “shows up” in the world. It is influenced by the manner in which things get done, the overarching values, beliefs, legends and legacies that define it both internally and externally.
When it comes to the culture of an organization, there are two extremes – one is something called a weak undesirable culture and the other, a strong desirable culture.
A weak undesirable culture exists when all levels of the organization are poorly aligned to the organization’s values, vision, mission and strategic targets and therefore control is normally exercised through stifling bureaucracy and procedures. People hate being in this environment as de-motivation sets in and everyone only plays for themselves to win.
The other is what is called a strong desirable culture. A strong desirable culture exists when all levels of an organization are well aligned to the organization’s values, vision, mission and strategic targets and therefore freedom is experienced through creativity, innovation and exceptional results. People love being in this environment as they are inspired and play for all to win.
A meticulously thought through Creating a Coaching Organization initiative will have the effect of either completely transforming a weak culture or absolutely strengthening a stronger culture.
While the main focus of a Creating a Coaching Organization initiative is primarily designed to boost performance, it will ultimately lead to greater profitability and fulfillment too. Incidently performance, profitability and fulfillment are the three focus areas of all winning organizations.
When it comes to implementing initiatives to directly improve all round performance, Creating a Coaching Organization has few peers.
Examine the following truthfully! An organization can focus its attention on the latest technological operating systems, rework various processes, overhaul its brand communication, increase the incentives it pays out, but ultimately until the hearts, minds, work ethics and performance of its people are not effectively sustained the organization will not consistently be able to produce the results it desires. To produce consistent desired results requires an extensive, professional coaching of all key leaders and then the entire organization to embody desired ideals.
Yes, transforming the culture of your organization will takes time, resources, energy and a conscientious professional effort at all levels of leadership. Also, transformation of culture cannot be implemented by force. It requires leadership to maintain a collaborative perspective throughout the culture recreation process and it has to be bought into by all involved.
Furthermore, culture, as we’re aware cannot be mandated, as it requires inspired and committed leadership, which communicates values, vision, mission, strategies, performance, profitability, feedback and feedforward consistently. Organized professional coaching stands alone, unlike anything before it, and has the ability to do this in a meticulous and systematic way.
What are the immediate tangible benefits I can look forward to?
Please read Part 3 of Creating a Coaching Organization to find out.
Comments
Got something to say?