Organizational leadership must build and maintain a
climate where coaching is viewed as important and where the predominant style
of managing and working together is through a coaching framework. Megginson and
Clutterbuck (2005) identify four main stages to incorporate a culture of coaching
into an organization.
Four stages to creating a culture of coaching
- Nascent: The organization conveys little or no commitment to creating a coaching culture. This is the beginning stage of creating a culture of learning.
- Tactical: The organization recognizes the value of creating a coaching culture, but there is little understanding of what that means and what will be involved. In this stage, some staff members may have already begun the coaching process.
- Strategic: The organization has begun to expend effort and time in educating staff about the value of coaching and training people to coach in a variety of settings. Coaching at this point is discussed, and staff knows coaching may be used as a learning tool.
- Embedded: People at all levels are engaged in coaching, both formally and informally, within the same function and across functions and levels.
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