{"id":28903,"date":"2024-11-06T03:50:25","date_gmt":"2024-11-06T08:50:25","guid":{"rendered":"https:\/\/coachingfederation.org\/blog\/why-everyone-in-your-org-should-be-involved-in-coaching\/"},"modified":"2024-11-06T03:50:25","modified_gmt":"2024-11-06T08:50:25","slug":"why-everyone-in-your-org-should-be-involved-in-coaching","status":"publish","type":"post","link":"https:\/\/coachingfederation.org\/blog\/why-everyone-in-your-org-should-be-involved-in-coaching\/","title":{"rendered":"Democratizing the Coaching Experience"},"content":{"rendered":"

As professional coaches,\u00a0<\/span>t<\/span>wo of the biggest<\/span>\u00a0<\/span>notions<\/span>\u00a0we need to shift\u00a0<\/span>are that<\/span>:<\/span>\u00a0<\/span><\/p>\n

    \n
  1. Coaching is prohibitively expensive and reserved exclusively\u00a0for\u00a0executives.<\/strong><\/li>\n
  2. Coaching is most\u00a0effective in\u00a0one-on-one\u00a0scenarios.\u00a0<\/strong><\/li>\n<\/ol>\n

    As<\/span>\u00a0<\/span>c<\/span>oaching<\/span>\u00a0<\/span>professionals, we\u00a0<\/span>know<\/span>\u00a0<\/span>that these statements are\u00a0<\/span>inaccurate<\/span>.<\/span>\u00a0<\/span>T<\/span>he m<\/span>ost effective way to address\u00a0<\/span>these\u00a0<\/span>misconceptions\u00a0<\/span>is to\u00a0<\/span>help organizations\u00a0<\/span>d<\/span>emocratize the\u00a0<\/span>c<\/span>oaching experience. Democratizing<\/span>\u00a0<\/span>coaching\u00a0<\/span>extends<\/span>\u00a0the\u00a0<\/span>benefits of the\u00a0<\/span>professional\u00a0<\/span>coaching experience\u00a0<\/span>to\u00a0<\/span>a wider audience.<\/span>\u00a0<\/span>Anyone in an<\/span>\u00a0organization\u00a0<\/span>who\u00a0<\/span>is looking\u00a0<\/span>to develop\u00a0<\/span>their\u00a0<\/span>leadership<\/span>\u00a0skills\u00a0<\/span>should have access to\u00a0<\/span>a<\/span>\u00a0professional coach.<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n

    A great example of this democratization is in\u00a0<\/span>an<\/span>\u00a0organization I<\/span>\u00a0worked with\u00a0<\/span>in the\u00a0<\/span>Canadian banking\u00a0<\/span>space<\/span>.<\/span>\u00a0<\/span>This organization<\/span>\u2019s leaders\/stakeholders<\/span>\u00a0<\/span>changed their\u00a0<\/span>mindset on who\u00a0<\/span>in the organization\u00a0<\/span>was\u00a0<\/span>given the option to partner with<\/span>\u00a0a<\/span>\u00a0<\/span>p<\/span>rofessional\u00a0<\/span>coach<\/span>.<\/span>\u00a0<\/span>Their<\/span>\u00a0<\/span>decision\u00a0<\/span>to make the coaching experience increasingly accessible\u00a0<\/span>delivered\u00a0<\/span>immediate\u00a0<\/span>and\u00a0<\/span>tangible results.\u00a0<\/span>\u00a0<\/span><\/p>\n

    I<\/span>n under a year<\/span>,\u00a0<\/span>th<\/span>e organization\u00a0<\/span>surpassed<\/span>\u00a0<\/span>its\u00a0<\/span>competition in\u00a0<\/span>acquiring great talent<\/span>,\u00a0<\/span>deepening\u00a0<\/span>its<\/span>\u00a0<\/span>leadership<\/span>\u00a0bench for<\/span>\u00a0succession planning and\u00a0<\/span>positively impacting<\/span>\u00a0employee productivity and engagement<\/span>.<\/span>\u00a0<\/span>What follows\u00a0<\/span>is the background on<\/span>\u00a0<\/span>why\u00a0<\/span>this organization<\/span>\u00a0<\/span>decided to\u00a0<\/span>democrati<\/span>ze<\/span>\u00a0coaching<\/span>\u00a0and\u00a0<\/span>where in the organization they decided to begin<\/span>.<\/span>\u00a0<\/span><\/p>\n

    Before\u00a0<\/span>my tenure with them<\/span>, this mid-sized Canadian bank did not offer coaching to the leaders<\/span>\u00a0who were\u00a0<\/span>responsible for<\/span>\u00a0<\/span>large and diverse customer<\/span>–<\/span>facing teams.<\/span>\u00a0<\/span>Starting\u00a0<\/span>here<\/span>\u00a0<\/span>offered a <\/span>significant opportunity<\/span>,<\/span>\u00a0as these\u00a0<\/span>teams<\/span>\u00a0and their leaders<\/span>\u00a0were\u00a0<\/span>subject matter experts on how the organization got work done<\/span>.<\/span>\u00a0<\/span>They were also<\/span>\u00a0<\/span>where the wider organization\u00a0<\/span>often looked<\/span> to secure <\/span>its\u00a0<\/span>talent<\/span>.<\/span>\u00a0<\/span>These\u00a0<\/span>customer<\/span>–<\/span>facing\u00a0<\/span>teams<\/span>\u00a0<\/span>routinely promoted individuals who were experts at transactional\u00a0<\/span>processing<\/span>\u00a0and\u00a0<\/span>their leaders\u00a0<\/span>were asked to develop others in the same way<\/span>.<\/span>\u00a0<\/span>This\u00a0<\/span>type of <\/span>rote learning focusing\u00a0<\/span>solely\u00a0<\/span>on the business\u00a0<\/span>objectives\u00a0<\/span>rather than the person<\/span>al<\/span>\u00a0<\/span>aspirations\u00a0<\/span>resulted<\/span>\u00a0<\/span>in a lack of engagement, high turnover\u00a0<\/span>rate<\/span>\u00a0<\/span>and<\/span>\u00a0inconsistent performance<\/span>.<\/span>\u00a0<\/span><\/p>\n

    Individual\u00a0<\/span>team members<\/span>\u00a0<\/span>who were successful<\/span>\u00a0as subject matter experts<\/span>\u00a0<\/span>were now expected to deliver that same level of performance through the teams they were leading<\/span>.<\/span>\u00a0<\/span>As individual<\/span>s<\/span>, the<\/span>y delivered on objectives because the\u00a0<\/span>job itself,\u00a0<\/span><\/b>company<\/span><\/b>\u00a0<\/span><\/b>and\u00a0<\/span>culture<\/span><\/b>\u00a0<\/span>were<\/span>\u00a0<\/span>a\u00a0<\/span>perfect fit.<\/span>\u00a0<\/span>However, they were now working with teams that had different skillsets and levels of engagement.<\/span>\u00a0<\/span>In some cases,\u00a0<\/span>t<\/span>heir teams weren\u2019t as<\/span>\u00a0naturally<\/span>\u00a0<\/span>curious<\/span>\u00a0or the organizational fit wasn\u2019t as\u00a0<\/span>ideal<\/span>.\u00a0<\/span>This is when the<\/span>\u00a0bank<\/span>\u00a0decided to\u00a0<\/span>invest\u00a0<\/span>in professional coaching<\/span>.<\/span>\u00a0<\/span>The\u00a0<\/span>initial\u00a0<\/span>goal was to help their leaders develop new ways of connecting with their employees<\/span>\u00a0while\u00a0<\/span>simultaneously\u00a0<\/span>driving<\/span>\u00a0improved<\/span>\u00a0performance.<\/span>\u00a0<\/span><\/p>\n

    We set off to show these leaders how developing the whole person would continue to accelerate\u00a0<\/span>personal\u00a0<\/span>performance and\u00a0<\/span>that of<\/span>\u00a0<\/span>others on their team.<\/span>\u00a0<\/span>Though<\/span>\u00a0<\/span>offering one-on-one professional coaching was <\/span>not\u00a0<\/span>initially\u00a0<\/span>an\u00a0<\/span>o<\/span>ption, bringing in<\/span>\u00a0<\/span>c<\/span>oaches to\u00a0<\/span>facilitate<\/span>\u00a0group coaching was a<\/span>n<\/span>\u00a0agreed upon compromise.<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n

    Overview of Coaching Relationship\u00a0<\/span><\/b>\u00a0<\/span><\/h2>\n

    Our coaching\u00a0<\/span>sessions\u00a0<\/span>began with a focus on tone of conversations between\u00a0<\/span>leaders<\/span>, their business\u00a0<\/span>partners<\/span>\u00a0<\/span>and their teams. Th<\/span>e coaches introduced self-<\/span>reflect<\/span>ion,<\/span>\u00a0<\/span>melding personal and business <\/span>priorities<\/span>\u00a0and\u00a0<\/span>forging a better understanding<\/span>\u00a0<\/span>of\u00a0<\/span>the leaders\u2019\u00a0<\/span>decisions<\/span>\u00a0impacted the\u00a0<\/span>organization<\/span>.<\/span>\u00a0<\/span>The result<\/span>?\u00a0<\/span>People came to work eager to learn<\/span>, and the<\/span>\u00a0<\/span>performance\u00a0<\/span>and\u00a0<\/span>benefits\u00a0<\/span>of improved working relationships\u00a0<\/span>were recognized across the broader organization<\/span>\u00a0as well<\/span>.<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n

    Once leaders were\u00a0<\/span>encouraged to<\/span>\u00a0<\/span>place<\/span>\u00a0their teammates<\/span>\u2019<\/span>\u00a0personal goals<\/span>\u00a0at the center<\/span>\u00a0of each coaching conversation, key metrics such as attendance, quality of work, employee referrals and productivity\u00a0<\/span>dramatically improved<\/span>. In addition, the number of ideas brought forward on how<\/span>\u00a0to<\/span>\u00a0improve operations increased<\/span>,<\/span> as did the number of employees who began voluntary participation <\/span>in\u00a0<\/span>company\u00a0<\/span>benefits\u00a0<\/span>like<\/span>\u00a0<\/span>the\u00a0<\/span>employee\u00a0<\/span>stock option plan.<\/span>\u00a0<\/span>Employees began believing in their company leadership and wanted to share in their organization<\/span>\u2019<\/span>s success.<\/span>\u00a0<\/span>This change\u00a0<\/span>can be and\u00a0<\/span>was traced back to\u00a0<\/span>the introduction of professional coaching to leadership teams within the organization.<\/span>\u00a0<\/span><\/p>\n

    Show, Grow, Sew<\/span><\/b>\u00a0Model<\/span><\/b>\u00a0for Implementation<\/span><\/b>\u00a0<\/span><\/h2>\n

    We<\/span>\u00a0introduced\u00a0<\/span>the\u00a0<\/span>\u201c<\/span>Show, Grow, Sew<\/span>\u201d<\/span>\u00a0or\u00a0<\/span>\u201c<\/span>SGS<\/span>\u201d<\/span>\u00a0model<\/span>\u00a0to these leaders.<\/span>\u00a0<\/span>First,\u00a0<\/span>w<\/span>e shared why a new\u00a0<\/span>approach was needed<\/span>\u00a0and<\/span>\u00a0the benefits these leaders would\u00a0<\/span>experience\u00a0<\/span>with\u00a0<\/span>coaching<\/span>.<\/span>\u00a0<\/span>W<\/span>e took the time\u00a0<\/span>to\u00a0<\/span>s<\/span><\/i>how<\/span><\/i>\u00a0<\/span>them how to implement what they\u00a0<\/span>were<\/span>\u00a0learning<\/span>. The\u00a0<\/span>process was designed to be as\u00a0<\/span>visceral<\/span>\u00a0as it was intellectual<\/span>.<\/span>\u00a0<\/span>Then\u00a0<\/span>the process and experience\u00a0<\/span>need<\/span>ed<\/span>\u00a0to\u00a0<\/span>g<\/span><\/i>row<\/span><\/i>\u00a0<\/span><\/i>so that they<\/span>\u00a0as leaders<\/span>\u00a0<\/span>could<\/span>\u00a0<\/span>step into this new learning and pass their experiences onto others.<\/span>\u00a0<\/span>Lastly<\/span>, it\u2019s<\/span>\u00a0imperative\u00a0<\/span>to<\/span>\u00a0<\/span>s<\/span><\/i>ew<\/span><\/i>\u00a0<\/span>the new approach<\/span>\u00a0into\u00a0<\/span>the<\/span>\u00a0corporate culture so\u00a0<\/span>that employees\/the organization don’t become outdated<\/span>,\u00a0<\/span>irrelevan<\/span>t<\/span>\u00a0or revert<\/span>ed<\/span>\u00a0back to\u00a0<\/span>previous habits<\/span>.<\/span>\u00a0<\/span><\/p>\n

    Program\u00a0<\/span><\/b>Sustainability<\/span><\/b>\u00a0<\/span><\/h2>\n

    Sustainability was our final focus.<\/span>\u00a0<\/span>Though<\/span>\u00a0<\/span>nothing can replace the benefits of\u00a0<\/span>personal coaching\u00a0<\/span>and\u00a0<\/span>the empathy and human elements\u00a0<\/span>it allows us to deliver<\/span>, there are ways to help organizations <\/span>maintain momentum across large and diverse groups<\/span>.<\/span>\u00a0<\/span>With\u00a0<\/span>g<\/span>roup\u00a0<\/span>c<\/span>oaching<\/span>, we<\/span>\u00a0<\/span>focused on\u00a0<\/span>systems thinking\u00a0<\/span>and cross-departmental relationship building<\/span>.\u00a0<\/span>Also, with\u00a0<\/span>the introduction of live <\/span>c<\/span>oaching supported by\u00a0<\/span>a<\/span>rtificial\u00a0<\/span>i<\/span>ntelligence<\/span>, we\u00a0<\/span>learned<\/span>\u00a0<\/span>to\u00a0<\/span>optimize<\/span>\u00a0<\/span>our personal talent\u00a0<\/span>by using<\/span>\u00a0<\/span>more widely<\/span>\u00a0<\/span>available\u00a0<\/span>technolog<\/span>y-driven<\/span>\u00a0<\/span>reinforcement<\/span>\u00a0<\/span>tools<\/span>.<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n

    With this mid-size Canadian bank as an example of the good that coaching in organizations\u00a0<\/span>can do<\/span>\u00a0a<\/span>nd the success it can bring<\/span>,\u00a0<\/span>professional coaches can begin to change outdated views on the benefits and accessibility of coaching.<\/span>\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

    As professional coaches,\u00a0two of the biggest\u00a0notions\u00a0we need to shift\u00a0are that:\u00a0 Coaching is…<\/p>\n","protected":false},"author":3,"featured_media":7078,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"Democratizing Coaching: Transforming Leadership & Performance","_seopress_titles_desc":"Discover how making coaching accessible to all employees can boost skills & productivity. Learn how to include this in your organization today.","_seopress_robots_index":"","_searchwp_excluded":"","footnotes":""},"audience-type":[119,122],"display-option":[],"post-type":[128],"topic":[59,78],"_person-tax":[1946],"class_list":{"0":"post-28903","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","6":"hentry","7":"audience-type-hr-organizational-leaders","8":"audience-type-managers-leaders-using-coaching","9":"post-type-blog","10":"topic-coaching-in-organizations","11":"topic-coaching-skills-for-leaders","12":"_person-tax-1946","13":"not-partnership-post","19":"_person-tax-27856","20":"has-featured-image"},"acf":[],"_links":{"self":[{"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/posts\/28903","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/comments?post=28903"}],"version-history":[{"count":0,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/posts\/28903\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/media\/7078"}],"wp:attachment":[{"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/media?parent=28903"}],"wp:term":[{"taxonomy":"audience-type","embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/audience-type?post=28903"},{"taxonomy":"display-option","embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/display-option?post=28903"},{"taxonomy":"post-type","embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/post-type?post=28903"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/topic?post=28903"},{"taxonomy":"_person-tax","embeddable":true,"href":"https:\/\/coachingfederation.org\/wp-json\/wp\/v2\/_person-tax?post=28903"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}