Coaching Culture

My organization has a very aggressive and fast paced work culture. In this environment, there is a notable inclination to focus more on results and to stay ahead of the competition in terms of delivering new and innovative services before competing organizations offer them. Given these changing dynamics and the extreme orientation to the end result, it is only fair to say that a coaching mindset does not naturally fall in place in the company, and that a conscious attempt needs to be made to understand and practice the values in this form of leadership, thus enhancing the chances of success even more in its business.

Organizational Values and Coaching Friendly Context

I will now present an assessment of the openness to a coaching culture in my organization (Hunt & Weintraub, 2011, p. 68). As we go along, we will discover that there are certain values of a coaching friendly context that are already visible today and strengthening them can benefit the organization even more. On the other hand, we will also find some values that are missing and that need to be cultivated for the overall development and benefit of the company.

Trust and Openness – As it stands today, I am happy to see a level of trust that has been built into the group. Team members follow the philosophy of being open to listening to what people have to share and are trustworthy in general by using discretion in how much of that information needs to go out to the world and in what form. However, this needs to be taken with a pinch of salt because people are selective about this trust in terms of the people they have worked with before for certain tasks and have had exposure to their competencies.

Learning from Mistakes – Although high quality is expected,...

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... peers and superiors to do better at my job. I have to expand that to a conscious effort to set some time aside for people to give me honest feedback and coach me where I am lacking.

Dealing with Threats from Outside the Group – I am glad that I do better in this respect and so do different groups in the organization. People in a team have confidence that their actions are justified and any attempts or threats of punishment from outside will be shielded by the leaders upfront who set the objectives and priorities for their teams. In general, the team leaders put up a unified front to protect against threats from outside the group.

Closing Comments

Reflecting on the organizational values and a coaching friendly context provides excellent guidelines to cultivate a culture that can make leadership stronger by building in the advantages of effective coaching.