Are You Creating a Coaching Culture in Your Team or Organization?

pablo (18)“What’s really driving the boom in coaching is this: as we move from 30 miles an hour to 70 to 120 to 180…as we go driving straight down the road to making right turns and left turns to abandoning cars and getting motorcycles… the whole game changes and a lot of people are trying to keep up, learn how not to fail.”—John Kotter, Harvard Business School

A recent study by the Conference Board revealed that top organizations are now exploring how to create coaching cultures. A survey by the International Coach Federation of over 500 of the largest companies in the United States found that companies with strong coaching cultures tended to have higher engagement and greater revenue growth in relation to industry peers. Such a culture does not diminish the need for performance and results but works on creating an environment where there is more dialogue and openness and encourages team members to explore new solutions to achieve greater results.

How would things be different if your team members worked on being open to one another and had strong connecting skills of listening and asking questions and establishing clear agreements? We all live in times of rapid change and uncertainty. We need to be resilient and innovative to stay in the game. Yet, people continue to be drained by the challenges of communicating with and inspiring their colleagues.

As an executive and team coach, I hear about the stress leaders experience when there is miscommunication, misalignment and mistrust. What’s required are open-minded conversations where people assume positive intent, seek understanding and can find common ground and shared purpose. Leaders and other professionals need the mindset and skills of coaches to create positive environments that enhance motivation and productivity.

I have supported cultural change in organizations for several decades. You need to equip team members with the mindset and skills to be effective. In addition, you need to address the systems and organizational norms to create an environment that fosters innovation. We have all experienced the difference in being in an environment that is open versus one that is closed. Working in a coaching, or what I call an open mindset culture, is the difference between feeling excited and supported for realizing results versus feeling constrained and drained.

People are quick to adapt an open mindset and coaching skills because they see their effectiveness and experience developing personally and professionally.

Feel free to contact to discuss further. www.Potentials.com

Be Calm

calm-openIt is easy to feel off center given the turbulent environment. In addition, emotions are contagious and we pick up the anxiety of others. It is easy to feel helpless.

One way to make a difference is to start with you.  Notice your emotions and give yourself empathy.  You might say to yourself, “Something in me is feeling sad, angry, worried, etc.”  By naming and acknowledging your emotion, you can begin to be released from the grip of the emotion and see that you are more than the emotion.  Continue reading

Cultivating an Open Mindset

Excerpted from: OASIS Conversations: Leading with and Open Mindset to Maximize Potential

Make it your intention to adapt an open mindset where you are open to and appreciate “what is” and what’s unfolding as well as are optimistic about what is possible. This involves having an open-mind (curious), open-heart (compassionate), open-gut (courageous), and open-hands (welcoming and non-judgmental). Your goal is to be responsive and welcoming rather than reactive and dismissing. After reviewing your intentions before an important conversation, notice how you feel and how you are presenting yourself. Ask yourself, “Am I open or closed?” If you feel closed, you may have your arms crossed. Others typically interpret this position as being in a closed-minded state. Sometimes, I find that I am anxious or in judgment of the other person. If I am closed, others are also more likely to become closed. If I am intent on a goal, I remind myself to focus on understanding before pushing for a solution. I try to relax myself, and then I open my heart and arms to supporting openness in the relationship. Continue reading