Creating such a culture starts with having an outlook on coaching as something beneficial for everyone involved and not just select individuals. If you can visualize yourself as being open and trusting with others, then your colleagues are more likely to feel confident in approaching you if they have questions or concerns about their work or performance. To get started creating a culture of coaching, here’s a 4-step framework for doing so
1. A coaching culture supports and empowers employees to learn and grow.
First, it starts by building the foundation for an open and trusting culture within the team. This is something that has to come from the top down and is typically established through trust-building exercises like a values statement or visioning exercise.
2. Create a culture of trust
3. Understand what drives someone’s performance
4. Get buy-in from the top
This means that the decision for coaching is not just a one-time event, but rather something that will be continuously refined and improved over time. For example, management might see themselves as being in the role of coach and supporting their employees’ development with both words and actions.