There are significant measurable benefits of a coaching culture at the organisational level, both in terms of enjoyment and employee engagement. Which leads to improved results and performance.

It can help in;

• Developing a commitment to developing talent and potential through the organisation
• Improving the performance of an organisation
• Motivating and engaging staff
• Increasing speed of learning, knowledge sharing, and creativity
• Improving the performance of an organisation and the bottom-line results
• Reducing recruitment costs and improving staff retention

An organisation that has those characteristics is more adaptable and can easily flex with changing circumstances. It also helps with acquiring shared learning faster. The decisions can be taken lower in the organisation; it leads to faster response times and customer experience is usually better because employees are going to feel empowered to make decisions. This is going to help a lot with the success of an organisation.

Benefits of Coaching for Teams

If you look at most of the teams, they don’t perform to their full potential. Before the start of a team coaching engagement, normally less than ten per cent of teams see themselves as high performing. Working with a team coach can help a team over a specified time to help members of the team trust and develop committed relationships with each other. These things will go a long way in helping with high performance. Every team is made up of individuals and the process is going to support each one of them to be willing and committed to changing through the coaching process and align with the others who are on the same change curve, but it can be at different positions on it.

In most cases, team coaching is driven by an organisational need that defines the results desired in a limited time frame. It is best for these results to be measurable. This is going to give the ‘we are all in this together, including the leader’ focus which improves team bond and encourages openness, change, and honesty. When teams are coached in this way, they can achieve outstanding performance improvements. This creates a unique culture of commitment and mutual respect among the members and allows new ways to work, innate talent to come through, and creativity.

Benefits for Individuals

One of the roles of a line manager is coaching their staff. This doesn’t mean they don’t manage too, but coaching is something that is going to require the manager to listen, question, and let the individual think through work issues and problems for themselves. This process generates responsibility and raises awareness which shows that the coach/manager has high expectations for the individual and they believe they can find solutions on their own.

Managers using this coaching approach with their staff usually see the following;

• Improved individual overall performance
• Increased willingness to develop new skills and learn
• Greater clarity in objectives and roles
• A more positive attitude of employees towards each other
• More openness to change and feedback

It is hugely beneficial to the coachee to have a line manager who has coaching skills. The coachee gets the benefit of thinking for themselves, making their own choices about how they approach their work and work issues and feeling understood and appreciated as someone who has the skills and capacity to think and act independently. The individual is going to get the confidence to stretch their own assumed limitations and can start getting more enjoyment from their work.

A sustainable coaching culture is an important consideration for an organisation because it has many benefits for the team, individuals, and the organisation. The key competitive advantage an organisation has is the people. When an organisation has a coaching culture and employees can provide full engagement, discretionary effort, and commitment, there isn’t anything they can’t achieve.