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"Create a culture where people coach each other all the time as a natural part of meetings, reviews and one to one discussions of all kinds. - Professor David Clutterbuck"
Create an organisational environment which supports coachee’s in their efforts to learn new skills, recognising that their individual development makes them greater assets to the business as they help build a high-performance culture, focused on team development.
Some examples of situations where coaching is a suitable development tool include:
It's also important to remember that sometimes individuals may not respond well to coaching. This may be because their developmental needs are best dealt with by another type of intervention. For example, coaching may not be an appropriate intervention if the individual is resistant to coaching or lacks self-insight.
Before coaching starts, organisations need to assess an individual's "readiness" for this approach. This highlights the importance of the coachee's motivation to achieve the desired outcome.
Developing an individual’s talent, skills and potential through increased learning and knowledge, coaching leads to higher performance and productivity, reducing staff turnover and saving the organisation money on recruitment, as it retains top-talent by encouraging progression and promotion from within.
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