Coaching in the Workplace

Having a culture of coaching in an organization is key to its success. An organization has issues of knowledge hoarding. Lack of sharing of information has a detrimental impact on its success.

The problem multiplies when one has multiple locations. The dimensions become even more critical when diversity & cultural differences also pose a challenge.

Only training intervention will not ensure success. After Induction, Need-based training when employees are back at their workplace. If the culture & environment does not support application and implementation support. Then the entire event becomes a waste of time.

Gold old guidelines all OD interventions need to be supported by Top. This is flawlessly done when you have middle management introduced to the world of coaching.

Making them enjoy the process of developing team members. Ensuring they apply the learned skills. 

In fact, for the Learning and Development Team, this is a good way of partnering with the team for Learning & Training initiatives.

Empower the Managers with knowledge of the coaching process. The behavior & techniques that work. Make them commit to pre-decided performance levels for the members being coached.

Coaching Programs in the workplace promote training naturally. You will suddenly see managers encouraging training. They are sharing their strengths and areas of improvement.

However, the caveat is as the right coach can ensure excellent results. A bad coach is a sure recipe for a team member's disastrous results. So it is not free from flaws.

In fact, if handled in the wrong way. The performance can actually dip. So it needs expert handling and clear strategic planning to get the desired results.

Constant review with coaches & coaching of the coach is definitely a step that is non-negotiable in implementing this.

One needs to also motivate the managers through the reward & recognition process for this. Making them taste success surely will be the key.

Another aspect is keeping the Leadership involved in the progress, which will ensure the smooth running of the initiative.

Hire an OD Consultant if need be. I have observed an L&D Head has many other responsibilities & priorities to work on. It is challenging for them to give 100% of their time to this. This is one activity that cannot be a tick mark initiative.


All in all, it's a joint effort of Leaders, Middle Managers, and the L&D Team. 

Want results to replicate leaders. Empower people. Results will follow. Keep the process & intent of effort right.


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