One argument for bringing workers back into offices when it is safe to do so is the notion that an organization’s culture is established a great deal by in-person interactions. Companies strive for strong organizational cultures, but those can’t exist without a coaching culture being a constant component, says John Mattone, an executive coach.
“A coaching culture helps people at all levels improve employee engagement, empowers people to excel at their tasks, emphasizes the importance of personal and professional development, rewards creativity, and helps people take pride in their responsibilities,” states in a blog post.
“When top leadership only focuses on profit and loss statements, they may think they’re looking at ‘the big picture,’ but in fact they’re missing quite a bit. Employees must often make quick decisions based on changing conditions, and to do this effectively, they must be empowered and motivated. You don’t do that by putting them through a dry training initiative and turning them loose, but by training and coaching, and helping them learn about themselves, processes and how to self-correct.”
Mattone says one of the best ways company leaders can instill a coaching culture is to engage a coach (or coaches) for themselves.
Another critical component of a coachable culture is one that doesn’t get mentioned as much – recognition. “Another major area of a positive company culture involves both positive and constructive feedback for employees.
If an employee does an exceptional job on a specific project or task, acknowledgment and rewards encourage that employee to keep up the good work,” he says. “Whereas, if an employee is struggling with a project or task, it is important for their superiors to provide constructive feedback and proper training so that the employee can continue to improve in the respective area they may be lacking in.
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