Creating a Culture of Coaching

Creating a Culture of Coaching

Thinking of introducing Executive Coaching as a leadership development tool in your organization? Then do take into cognizance that creating a Culture of Coaching works in tandem with it.

So, what exactly is a Culture of Coaching? And how do you create it in your organization?

You get the most out of people, not by telling them what to do but by involving them and by encouraging them to reflect and evaluate their options. A Culture of Coaching reflects engagement at all levels and encourages continuous team and personal development. It nurtures a climate where people learn to engage in meaningful conversations and feel free to give and receive feedback. People learn to be accountable for delivering results in an ethos of support and engagement.

Organizations with strong coaching cultures indicate higher revenue (46% compared to 39% of other responding organizations) and higher employee engagement (61% and 53%, respectively) than that of their industry peer group.
Source – ICF 2017

It has been found that leaders and managers who adopt a coaching style of management are able to motivate and delegate successfully. Team performance improves and leaders are free to focus on important tasks and decisions.

Steps to create a ‘Culture of Coaching’ in an organization:

  • Since you’re introducing a new concept like coaching in your organization’s framework, it needs to be stated in its vision and mission statements. Coaching should reflect as a key competency and capability for all leaders and managers.
  • Next, integrate coaching as a robust element of your talent and leadership development strategy. A leader who is a good business coach, inspires and influences everyone in the workplace. Such leaders are capable of achieving better business results than those less supportive and less collaborative.
  • Further, provide ongoing support and development for leaders. A coaching culture empowers the employee to take independent actions, knowing that they own the outcome while their manager supports and acknowledges them.
  • Finally, recognize and reward effective coaching habits exhibited by individuals, teams and also to create greater accountability.

A coaching culture exists in an organization when a coaching approach is a key aspect of how leaders, managers, and staff engage and develop their people. It also happens when all stakeholders are engaged in ways that create increased individual, team, and organizational performance and shared value for all stakeholders.

Simply stated, coaching enables the individual to fulfill their potential, and a coaching culture enables the organization to do the same. There are some renowned centers that offer excellent services of leadership coach in India. These organizations are contributing immensely towards optimizing the organizational performance in a highly competitive environment.

Blog Writer – Guest – Team Coachmantra

Balance for Better

Balance for Better

Women have historically faced greater obstacles than men in the work-place. Disparities exist between these genders in terms of unequal job opportunities, remuneration and a lack of representation in important decision-making. Right leadership coaching is the need of the hour to induce desirable changes in the corporate culture, making it more perceptive towards women management skills.

Management, as it exists today, is highly action centered and focuses on planning, organizing and control. This perhaps has to do with the way the male mind works i.e. it is action-oriented and directed towards results. Like Anne Morrow Lindbergh, we may ask “Why have we been seduced into abandoning this timeless inner strength of woman (the feminine values) for the temporal outer strength of man (the masculine values)?”

Women managers feel that they have to act, behave and manage as “men” in order to be accepted in the organization. Any signs of “femininity” is frowned upon or seen as not professional, they have to constantly prove themselves in the face of age-old established ways of management. The result is that they do not try to create a separate style of management since they want to be accepted on par with their men colleagues.

So how do women operate differently from men? These are based on emotions, harmony, process orientation and qualitative change. Collective functioning, shared leadership that empowers people and impacts the community, shared responsibility, eliminating gender bias at work and development of human potential are some of the feminine values in management.

It has been observed that in organizations, with a large women work-force, the work environment is more colorful, more aesthetic and more comfortable because women “value” these aspects.

The benefit of having women in management builds an atmosphere that is more caring and nurturing. Women bring different perspectives and approaches to business, resulting in a more inclusive workplace and often better performance for the company. Yet today, only 21 women are at the helm of Fortune 500 Companies.

A balance between men and women leaders can be brought about by promoting executive coaching certification programs in the corporate world. This will lead to harmony between rationality & emotion, target & process. The resulting style of management would be “holistic” and of a new order which is harmonious, whole and progressive.

Blog Writer – Guest – Team Coachmantra

What is Executive Coaching?

What is Executive Coaching?

What is Executive Coaching?

Who should undergo Executive Coaching?

Why should a person enroll for and get nominated for it?

How can I find an Executive coach who will help me achieve my goals?

How will it benefit me?

All these questions and more could be clamouring your brain!

Benjamin Franklin succinctly describes the difference between Coaching and other forms of self-improvement-“Tell me and I forget. Teach me and I remember, involve me and I learn”

Before we enter the realm of Executive Coaching, let us first understand what coaching means. Coaching as a process refers to a meaningful conversation between a coach and a coachee. It revolves around issues that matter most to the coachee. The #International Coach Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

Executive coaching India, is also sometimes referred to as business coaching or leadership coaching with slight differences in their meaning. Technically, a business coach helps to grow a company and/or solve a business-related obstacle while an executive/leadership coach delves deeper into the human personality and facilitates achieving personal aspirations, eventually leading to achieving broader goals.

During a coaching intervention, the coach along with the coachee identifies and explores areas where the coachee wants to make a change. The coach exhibits a holistic approach to the person being coached-who they are what matters to them and what are their aspirations. The coach enables the coachee to identify the challenges which need to be overcome to get to where he or she wants to go and the reason for the existence of these challenges and then they brainstorm on the possible solutions.

The coach enables the coachee to devise a plan of action in which the accountability and ownership of change rest with the coachee. The way to achieve this and the desired outcome is decided by the coachee. This is the basic process of coaching irrespective of the context of coaching.

Everyone needs a sounding board, someone to share their worst fears and innermost feelings so who better than a coach? – a neutral party who is willing to listen without being judgmental! There are many types of coaching areas that are available – Life Coaching, Career Coaching, Business coaching, Graphic coaching, NLP coaching, Cross-cultural coaching, all catering to the different needs of individuals.

Coaching when applied to people who work in corporations and where the coaching context is about their role and their job, it becomes Executive Coaching. It is a powerful way to equip leaders to meet the organization’s current and future challenges. While the coaching areas encompass transition to leadership role, succession planning process, enhancing current performance, team management, building capabilities for future roles, etc. coaching invariably transforms the person who dons the corporate mantle. It touches the person behind the role and affects their motivations, their values and what really matters to them. Therefore, Executive Coaching is both for outer transformation and inner transformation.

I would like to share a case study where Vivek Yatnalkar, an Executive coach from COACHMANTRATM helped a coachee manage pressure at work. Let’s read how he did it!

In Vivek’s words “As the COO of a manufacturing company my coachee was reeling under the burden of targets and tough customer deliverables. Unable to handle the pressure himself, he was passing it down to his direct reportees. This clearly caused a great deal of insecurity and unhappiness within his team.

Remember, the answers are all within us, and as a coach, I needed to use intelligent questioning to draw this out of my coachee. Through persistent questioning and reflection, my coachee realized that his emotional intelligence was getting disturbed in these stressful situations. First, acknowledging the fact that he did not have to pass on all his feelings to his reporters, eased his stress a bit. Then creating a strategy for himself where he took time to sift and filter what information needs to be percolated to his team, using appropriate words and emotions, he was able to come across as a better person.

Practicing his new way of working with his team, the coachee shared that in the last 3 months, not once did he raise his voice or lose his emotional balance under pressure. When I took feedback from his team, they were happy that their team leader was able to maintain his composure and they were working better than ever!”

If you are looking for a leadership coach in India, you need to experience executive coaching with Coach Mantra to know the difference! In the words of Eleanor Roosevelt-“For our own success to be real, it must contribute to the success of others.”

Blog Writer – Guest – Team Coachmantra

The Vision behind COACHMANTRA

The Vision behind COACHMANTRA

Transforming Leaders and Businesses – this one headline encapsulates the vision behind COACHMANTRATM! What started as a unique concept in training and facilitation soon blossomed into a passionate endeavor towards the transformation of people to drive businesses forward.

COACHMANTRATM is envisioned to be an exclusive brand of Pragati Leadership, which offers coaching solutions to clients.

There are many individuals and training companies as such, who are willing to offer a leadership coach in India. What sets us apart is the original thought behind COACHMANTRATM, which is to have a professionally qualified and competent team of Industry professionals. This way, we maintain focus on the individual aspirations and the challenges that organizations, entrepreneurs and startup owners face. Also, these can best be addressed by a customized and unique coaching approach.

So, what makes us different?

 We have a highly talented team of certified Coaches who back their coaching certifications with deep industry knowledge. This helps us relate to the context that our clients bring to the coaching conversations. Moreover, a cumulative experience of over 300+ years and more than 7000 hours of one-on-one coaching experience across Business functions like Marketing, Sales, Psychology and Management, provides our client with the right fit.

 We incorporate cultural diversity, as we have coaches from across India and the world who provide zero-carbon coaching to clients globally. Our business coach is available to address any queries even after the completion of their coaching interventions.

As part of our Vision, our effort is to enhance the productivity and performance of individuals enabling them to be more effective at their current and future roles. We firmly believe that each individual intrinsically has the potential to be a better version of themselves. At times, Coachee needs a guide by their side, a coach, someone who can help them to achieve breakthrough performance.

In the words of Anu Wakhlu, “Coaching is a transformational process for both the coachee and the coach. The path of transformation and learning is never – ending and coaching accelerates your journey on this path.”

We believe that coaching is a process of enabling people to think better so that they can come out with their own answers to problems or challenges faced by them. Encouraging a culture in an organization where Managers and Leaders nurture this, creates a Culture of Coaching. This brings in new ideas, enhances participation and builds ownership – all eventually leading to higher organizational productivity and engagement. And we believe that we can facilitate this for our clients.

At COACHMANTRATM we work with Top Talent, Emerging Talent, Women Leaders as well as Start – Up Founders and Next Gen Leaders.

Our Vision for COACHMANTRATM is to enable each individual and organization find the sweet spot between being effective and performance oriented to also being joyful and mindful. Our belief is that people are at the heart of every organization and it is they who drive the business forward by building the organization’s strategy and driving operational efficiencies.

Blog Writer – Team CoachMantra

Spreading the Light

Spreading the Light

In our work in people development, through coaching or mentoring, we find some coachees who seem to absorb concepts, information and insights very quickly, and move towards implementing them, whereas some others take a very long time to appreciate and learn anything new.

Many coaches and leaders struggle with this. I was thinking about how to help all my coachees to gain quickly from personal development interventions.  I had my ‘Aha!’ moment while performing a puja, a simple prayer ceremony in our home temple.

With a matchstick, I needed to light an incense stick and an oil lamp.  While the incense stick caught fire instantly, the oil lamp took a little longer. I realized that people are like that as well, just different in the way they catch the fire of new learning. We need to know whether we are dealing with an incense stick or an oil lamp.

So I have the fire within, but when it comes to an oil lamp, I need to be very aware – is the wick soaked well in oil?

How is this an analogy for people development in organizations? If I am prepared from the start, knowing how ready a particular individual is, I can tailor my management coaching and mentoring, and not feel frustrated in the process.

I believe that an individual will catch the fire of learning very quickly when the following already exist:

  • Clarity of her or his own purpose
  • Hunger to achieve this purpose
  • Alignment of self’s goals with organizational goals

One more interesting insight flows from this analogy. In an oil lamp, if the wick is not soaked properly in oil, and you hold a matchstick to it for a long time, the wick will just burn down. This ‘soaked in oil’ can be considered similar to the organizational culture or supporting environment that facilitates not only the fire burning, but sustaining over time.

As a business coach, I feel there is a need to create this organization culture and environment that will facilitate learning and development, recognize the individual’s attributes, and tailor my leadership development coaching accordingly. Then the fire within me can help to create illumination among all the individuals I work with.

Blog Writer – Vivek Yatnalkar