Part 4: The Path to Performance and the Case for Coaching Culture

Have you ever met a business leader who did not want their company to achieve its full potential? One thing that most companies have in common is that leaders want to maximize performance. Another thing that many companies share is low employee engagement.

The Problem

Already presented in this series, these stats are worthy of repetition. Through its research, Gallup found that 87 percent of workers worldwide and 84 percent of employees in Canada (70 percent in the US, 83 percent in the U.K.) are either not engaged or actively disengaged. That means only 16 percent of Canadian workers are driving their organizations forward.

Why is there such a ravine between what leaders are trying to achieve and how the workforce is responding?

Part of that lack of engagement is due to poor leadership. You may have heard the saying that people don’t leave their companies or even their jobs. They leave their managers. It is important to realize that most people disengage from their work long before they leave the company.

  • Up to 40% of a company’s performance is negatively impacted by a poor leader.
  • Poor leadership can cost 7% of annual revenue.
  • That’s over a million dollars a year for any organization with $15 million dollars in annual sales. (Ken Blanchard)

The Solution

Building a coaching culture is the solution for leading an engaged and performing workforce because culture is at the very root of an organization’s ability to thrive.

The notion that a healthy company culture is essential to organizational success is not new. For example, Peter Drucker, who invented ‘management by objectives’ and has been described as the founder of modern management, is also noteworthy for his belief that “culture eats strategy for breakfast”.

More recently, author and management consultant, Pat Lencioni, states in his book, The Advantage, that there are two requirements for business success:

  • Be Smart: about strategy, marketing, finance and technology
  • Be Healthy: minimal politics, minimal confusion, high morale, high productivity, low turnover (The Advantage)

Most business leaders are smart enough to be successful, but what most lack is knowledge about cultural health. Lencioni explains that organizational health is about making a company function effectively by building a cohesive leadership team.

“Culture is the way in which we get work done, but often times there is dysfunction inhibiting success,” -Lencioni

How do we do it?

How do we build that healthy, engaged culture? Good question, and here is my solution. Build a coaching culture:

  • Coaching is a process that inspires people to maximize their personal and professional potential.
  • A coaching culture is where leaders embrace coaching as a management style throughout the organization.

Put another way, coaching is applied leadership theory so the case for building a coaching culture to unlock potential and activate performance is compelling.

With the permission of The International Coach Federation and The Human Capital Institute, I am now going to share some findings from their 2016 research report, entitled, Building a Coaching Culture with Managers and Leaders.

Coaching Culture Defined

Let’s first take a look at how a coaching culture is defined in the research.

  • Employees value coaching
  • Senior executives value coaching
  • Leaders spend more time on coaching activities than industry peers
  • Leaders have received accredited coach-specific training
  • Coaching is a line item in the budget
  • All employees have an equal opportunity to receive coaching from a professional coach

The Impact of Coaching

  • 57% reported that coaching improved team function
  • 56% reported increased engagement
  • 51% reported increased productivity
  • 45% reported improved employee relations
  • 36% reported improved leadership development

Coaching Culture Outcome

A strong coaching culture is correlated with higher engagement and stronger financial performance. In a strong coaching culture, 62% of employees rated themselves as highly engaged while in other cultures only 50% rated themselves as such.

Answering the question “How would you describe your organizations revenue growth in 2015 in relation to your industry’s peer group, those with a strong coaching culture reported that they are 51% above their peers. 47% said they are on par with their peers and 2% said they are below their peers.

How did they do it?

64% of strong coaching cultures use a mix of these three modalities:

  • External Coach Practitioner: a professional coach in private practice who is hired by the firm on a contract basis.
  • Internal Coach Practitioner: a professional coach who is employed by the firm and has specific coach responsibility defined in the job description
  • Leaders use coaching skills as a management style: Leaders have received accredited coach training and use the coach approach as a leadership style.

The secret to leading a high performing and engaged workforce is not hidden deep in the woods. Coaching culture is the bridge for leaders to cross if they want to transform their organizations’ potential and achieve high performance.

The statistics are used with the permission of the report’s author, Jenna N. Filipkowski Ph.D.

 

employee engagement, mentor and coaching, leadership coaching in the workplace,

 

The right question at the right time can be a mighty thing. These questions may inspire you, propel you to action or may serve as a switch that will shed light onto a solution that has been eluding you for too long.

The importance of employee engagement, why it is missing from many companies and how to achieve it are issues that I have been observing for most of my career.  Writing about my years of practice, fact-finding missions and observation, I am now very pleased to share my latest blog series on employee engagement, what it means and how to achieve it.

Part 1: Employee Engagement Not a Problem for You? Think Again

Part 2: Why Work Is Not Working

Part 3: The Hornet Nest and Change Leadership

Part 4: The Path to Performance and the Case for Coaching Culture

Part 5: The Portal to Success: The Executive Mastermind Alliance

Reach out to your executive coach to help you be the leader you need to be to build the workforce who will achieve your company goals. If you don’t have a coach visit The International Coach Federation’s database of coaches to search for one, or, book a call with me and it will be my pleasure to speak with you to assess fit between you and I. See my real-time availability here and reserve time with me: http://www.calendly.com/corry-1

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