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A Framework for Building a Coaching Culture

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2 Building a Coaching Culture that Drives Results and Grows People | APPLICATION To ensure long-term, sustainable change, skills and tools must be used immediately, applied repeatedly, and supported systematically. Organizations must create an environment that will encourage and support the application of what was just learned. This includes: reminders and prompts; coaching support when they get stuck; and methods to record, track, and analyze progress. ACCOUNTABILITY Turn accountability into a performer's tool instead of a manager's tool. "Manager-led" accountability, (reporting on performance against decreed commitments) is far less effective than "performer-driven" accountability (reporting on performance and results against commitments they made to themselves). When someone is confident in their commitments, they want to stretch their limits, and communicate and share their results. Accountability components include methods to capture commitments, track performance against commitments, measure results stemming from performance, and reward and recognize results. RELEVANCE People take action when they understand the bigger picture and the importance of their contribution. Effective change initiatives connect to personally meaningful things that have an impact beyond themselves. Maybe they will eliminate an obstacle, feel fulfilled or more effective in their current role, or feel more prepared for a future role. When a course or tool demonstrates improvement to something that matters, it becomes relevant. A learner will give it more attention and focus, in the classroom and beyond. LEARNING For someone to do something differently, they need to learn and understand it. That understanding is provided via effective, performance-based learning. To make learning effective, the content not only needs to be functional, but the teaching method needs to be effective. Learning should include concept teaching, practicing on real-life scenarios, and support through tools and other aids. Be a conscious consumer of learning and behavior science and use it to make programs more effective. Our Framework for Performance and Sustainability: RLAA There are many ways to improve short-term performance. Long-term change involves a more refined strategy. These are the four components needed to create sustainable, reliable, long-term performance improvements in any change initiative. It's called RLAA (pronounced "RELAY"). Organizations need a system to support the four key components of performance improvement. Examples include: expectation-setting, coaching and feedback, rewards and recognition, performance management, and workflow design.

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