Coaching for Culture Change, Mentoring for Culture Change

Coaching for culture change: how can I create a more agile, high performing organisation? Leadership Connections are experts in coaching for culture change: read our free online coaching for culture change guide.

Coaching for culture change


Organisations today recognise that employees, at all levels, have very different expectations about how they will be managed and led.

They expect to be both involved and developed but many managers are simply not skilled at leading in this way.

Coaching can be a powerful way to change this and create a more agile, high performing organisation.

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Supporting leaders to overcome their obstacles and develop themselves - through coaching and mentoring

Increasing the effectiveness of management teams through leadership team development

Identifying and improving leadership across the organisation through talent management and leadership development

Mobilising large groups for change through creating inspiring conferences and motivational speaking

Increasing the effectiveness of the Human Resources function through HR strategy and skills development

 

Coaching Guide - How to choose and use coaching


Coaching for Culture Change

Why might you need it?

Organisations today recognise that the people who work for them, at all levels, have very different expectations about how they will be managed and led. They expect to be both involved and developed. Many managers are simply not skilled at leading in this way. They grew up under a more directive regime and have had little experience in more modern approaches.

[Situational coaching diagram 3]

Typically, clients who approach us in this area are seeking to:

These are all areas which are greatly influenced by a coaching approach.


What does it look like?

The core of a coaching cultural change programme will look very like a Skills Development Programme. The differences lie principally in the scale of the programme with this type of coaching usually aimed at bigger problems and larger populations.

The objectives of a cultural change programme will be about:

The target population for a culture change programme will include the entire management population at some stage.  The aim will be to establish a critical mass of cultural change champions who will both model the desired organisational behaviours and who promote and reward these behaviours in their teams.


Do’s and don’ts

Do – ensure that the programme is related to the organisational priorities and the rest of the change agenda.

Do – ensure that the programme is aligned with and connected to the other levers that you are using to promote change. No culture programme succeeds by focussing on only one area / solution.

Do – set clear measurable goals (including through 360 degree feedback and staff attitude surveys) and measure progress before, during and after the development.

Don’t – accept an off the shelf solution or programme. Every team and context is different so the programme should be designed, with you, for your needs and situation.


How to begin

The first step is to clearly link the aspired change in culture to your organisation’s priorities and identify a population of managers who can have the greatest impact on that.

Depending on the size of that population you may be able to involve them all at once but, if not, you should always begin with the most senior team. Change takes place by example and if you try to change those below the senior team than anything you do is likely to be diluted by any gap between what the top team say and what they do. (Research suggests that 70% of organisational culture is driven by senior leadership behaviour)

For the same reasons, it is vital that the leader of the unit in question (whether it’s the whole company or a self contained part of it) champions the change and goes through it himself / herself.

Once the issues and population are agreed you should meet with your prospective provider and design the programme with them until you are happy that what is planned, and how they will approach it, are fully aligned with your people and their needs.

Let's Talk

The easiest way to understand how we can help, and whether you feel that you could work with us, is to begin with a conversation.

We don't believe in a "hard sell" and often find that people get value out of the exploratory discussion - whether or not we go on to work together.

Please Contact Us – we would love to hear from you.

 

Coaching for Culture Change, Mentoring for Culture Change

Coaching for culture change: how can I create a more agile, high performing organisation? Leadership Connections are experts in coaching for culture change: read our free online coaching for culture change guide.