Leading a training program needs a team work. It is not good for doing individual leading as a coach. When there are severeal leaders, an integated coaching should be conduct to get better quality of leading. Employees should get their own-part in this process, so there is a kind of team work between leaders and employees too. Leaders need to share part in giving coach, it will also bring great impact to the employees and company training result.
The Benefits of Integrating Coaching for Leaders
There are several benefits which will be reached when the coaching style is shifted to integrated leading style.
- People will start to find their own answers. People are going to have ability in answer and solve problems in their work situation when leaders give them a chance to think and do everything by themselves.
- People will become more resourceful. Consistent developmental coaching brings out the best in people.
- People will start to integrate a coaching approach into their behavior. People will emulate the coaching style, so make the way of delivering the coach greatly.
- The manager will have more time and space for the strategic part of his job. It is happen because the employees turn into more independent in working and solving problem.
- The manager will be able to work more effectively with his peers and others.
The Elements of a Coaching Approach
There are three essential elements for doing integrated coaching.
- Training in Coaching Skills. The coach is also possible to get more skills and knowledge during their integrated coaching style. One coach can share an experience to the others, so there are opportunity for a coach learn more during the process of coaching.
- The Experience of Being Coached. To fully appreciate the power of coaching to release untapped potential, managers need to have the experience of being coached by a competent coach. Real coaching is not an intellectual process; it is a visceral experience that resonates deeply on many levels.
- The Development of Personal Insight. The key enabler for people to move beyond superficial issues and to access deeper levels is insight. Four levels of insight were identified: reflective, emotional, intuitive, and inspirational. The development of insight is essential for coaching to have strategic impact; without insight, coaching remains tactical and do not bring real great impact.
Creating a Coaching Culture
The generally accepted approach for creating a coaching culture is to train the managers in coaching skills. What is needed is an alternative approach that inculcates coaching into the organizational culture in a more practical and affordable way. Business leaders and human resource professionals face the challenge of creating coaching cultures in their organizations; and there are several guidelines which can be implemented to create a culture of coaching:
- Set a clear strategic intent for the move to a coaching culture. Any kind of shift in culture takes patience, commitment, and a clear intention on the part of the leadership of the organization to make the change happen.
- Provide a foundation for coaching as an essential developmental Make sure that leadership competency models appropriately feature coaching as an essential set of knowledge, skills, and abilities. Ensure that demonstrating successful coaching factors into succession planning decisions.
- Select the highest-potential leaders to develop coaching capabilities. Many organizations have a select group of high-potential leaders. These leaders are expected to assume greater responsibilities and more quickly be promoted into senior roles.
- Adopt a tiered approach to learning. Rather than sheep-dipping, where everyone has the same experience, customize the training to the particular needs of groups of people. Then, the way how coach deliver training and how the learning process conduct can be adopted for the company itself.
- Integrate personal development into the coach training curricula. Coaching that delivers transformational change taps into deep levels of insight for both the coach and the coachee. Therefore, it is essential that leaders who are cultivating coaching capabilities also develop their personal insight as part of that training process.
- Measure results. A comprehensive evaluation strategy to track and measure the impact of coaching development initiatives allows an organization to understand how a coaching development program is adding value and provides those who are managing the initiative with the information required to make midcourse corrections. The regular reporting of metrics sends a clear message to people in the organization that coaching is about the creation of value for the business and not just an exercise for the participants.
Coaching is more than a set of skills; it is a rich, holistic approach for releasing the potential in people and in organizations. The creation of a coaching culture is an investment, and, like any investment, it should be made with thoughtful consideration of how to realize the greatest returns for the organization.