Creating coach rich cultures...

"In order to truly reap the benefits of coaching, organisations need to invest and focus steering a culture that embraces the power of vulnerability and psychological safety. Organisations have to make coaching ‘the way we do things around here" -Lee Hecht Harrison

How do you create a coaching and mentoring culture and get high impact behavioural change to stick across a diverse group of experienced managers and leaders?
​​Arema are experts in training managers and leaders to be great at doing and being coaches and mentors. Over 90% of leaders say this is one of the most critical capabilities in today’s world. Yet only 5% of the UK leadership population have any accreditation-based training in such a complex and EQ rich skill. Most people just do a few hours training on a coaching model and hope that they will do some application. Just ask those leaders how good their leaders are at coaching them and it is likely that less than 20% will say their leaders are good coaches. Leaders are generally good at telling people what to do and how to get better.

sCreating a coaching culture is important because it fosters a positive and supportive work environment where employees feel valued and motivated to grow and develop their skills. Coaching also helps employees identify their strengths and weaknesses, set and achieve goals, and improve their performance. This leads to increased job satisfaction, engagement, and productivity, and helps the organisation attract and retain talent. Additionally, a coaching culture fosters open communication, encourages continuous learning, and aligns individual and organisational objectives
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​A coach-rich culture is one in which coaching is seen as a valuable tool for personal and professional growth, and is integrated into the day-to-day operations of an organisation. The benefits of a coach-rich culture include improved employee engagement, increased productivity, and better team performance. Here are some steps that organisations can take to create a coach-rich culture:
 
Senior leadership commitment: The first step in creating a coach-rich culture is securing the commitment of senior leadership. This involves creating a vision for the organisation that values coaching as a key part of leadership development and employee engagement.
 
Training and development: Organisations should provide training and development opportunities for all employees, including coaching and mentoring skills. This will help to build a culture in which coaching is seen as an integral part of the workplace.
 
Encouraging coaching: Organisations can encourage coaching by providing time and resources for employees to receive coaching, and by recognizing and rewarding coaching as a valuable part of professional development.
 
Integrating coaching into performance management: Coaching can be integrated into performance management processes by using coaching skills as part of performance appraisals and setting coaching goals as part of the performance management process.
 
Creating a supportive environment: A supportive environment is crucial for creating a coach-rich culture. This includes creating an open and non-judgmental culture, where employees feel comfortable seeking and receiving coaching.
 
Measuring the impact of coaching: Measuring the impact of coaching is important to assess its effectiveness and to demonstrate its value to the organisation. This can be done through regular surveys, focus groups, and performance metrics.
 
In conclusion, creating a coach-rich culture is a journey that requires commitment and effort from all levels of the organisation. By investing in training and development, encouraging coaching, and creating a supportive environment, organizations can unlock the full potential of their employees and achieve improved performance and engagement.

Putting in place a coaching strategy and a coaching culture does not happen overnight. It demands effort, commitment and investment, but developing coaching skills at every level of an organisation can pay dividends.​ Arema can help you get there!

Case study

Finding Real Returns with Coaching and Mentoring at St James’s Place Wealth Management
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“It’s easy to forget the joy of learning. Muscles get atrophied. Now we see managers buzzing with pride. Level 5 meant skin in the game. Now we have these learning muscles going we can build on it and build a learning culture where people are personally invested in getting better.”
​Oliver Stokes MBE, Head of People Development, London & South East Hub SJP.