How to lead a radical change in your organization?

Motivation & Inspiration

Many organizations, in their growing years, suffer from what can be only called, ‘complacency’. They do not see the desired return on investments, their team is not growing as much as they’d want it to, and there is an inherent lack of motivation within the organization. If you are facing any of these challenges, do not fret. You are not alone.

I have seen many organizations try numerous solutions to evade this complacency trap. Top managers, along with their human resource team spend a lot of time figuring out how to keep their teams motivated to increase their return on investments and foster growth. They try everything in their might but nothing seems to work.

The solution — coaching culture

The only way to tackle the problem of ‘complacency’ is to bring about a radical change in your organization. A change that wakes the entire organization from its deep slumber. A change that starts from the apex and reaches to the grassroots level. A change that not only affects the business operations and functionings but dynamically changes the mindset and approach of the entire organization.

This kind of change is but necessary. An organization cannot do without it. To bring about this radical change, your organization must adopt a coaching or training environment in its company culture.

The importance of coaching culture

More and more organizations are realizing the benefits of adopting a coaching culture in their organization.

Jay Cleary, CEO, Bridge Financial LLC, said:  “Adopting a coach approach with my team has created a vibrant and engaged culture. It has fostered meaningful relationships across all working groups. Today, the engagement and productivity of our company have exceeded all of my expectations!”

A study based on interviews with coaching clients revealed that there is a median return on investment of 700 percent from coaching. This is the magnitude in which adopting a coaching culture can positively affect your organization.

Benefits of having a coaching culture

Adopting a coaching culture that seeps to bottommost part of your organization has many instant and straightforward benefits:

  • It gives a sense of empowerment to the employees which result in better performance.
  • It develops leaders out of workers, making them more responsible and effective.
  • It encourages and improves creativity in the workforce, leading to better decision making abilities.
  • Workforce engagement helps in creating a sense of oneness and unity in the team, leading to better performances and higher satisfaction levels.

Besides, a study by Gallup found that a coaching culture leads to a 19% increase in sales, 29% increase in profit and a 7% higher consumer engagement.

How to build a coaching culture that brings about a radical change?

Starting a coaching culture from scratch requires a lot of efforts and re-invention in your part. You have to begin by changing the mindset of your team, and then go about to changing the working models, business operations, etc. To effectively incorporate a coaching culture within your organization, you have to take the following five step approach.

1. Perform Assessment – The first step to building a coaching culture that will drive radical change is to start with a rigorous process of assessment. In this process, you will analyze your current strengths and opportunities and will get a sense of the challenges you are likely to face in adopting a coaching culture in your organization. There are certain key questions that you must ask within your organization:

  • How well do you understand coaching?
  • Is coaching already embedded in your business procedures?
  • What are the changes that you need to make to incorporate the coaching culture?
  • Does your organization need external source coaching?

The answers to these questions will give you an ample overview of your current scenario and help you in establishing the radical change goals for the future.

2. Initiating Conversation Within The Organization – Any drastic change within the organization; regardless of whether it is for the good or bad, meets with some sort of resistance from your team. Therefore, you have to be prepared that your team may not take the radical change policies in the best light.

Resistance is almost a certainty. To tackle this resistance you have to initiate the conversation of coaching and training within the organization. Start from the grassroot level. Incorporate the talks of training in every business conversation. Tell your team about the benefits they will reap by having a coaching culture. Before drastically changing things within the organization, it is your job to mentally prepare your team.

3. Consider External Coaches – Sometimes you can bring about desirable change in your organization through your own coaching policies, or with the help of your human resource team. Often times, running a business itself is so tricky and time consuming that ensuring a culture change within the organization looks like a luxury. What if you don’t have the time or the know-how to incorporate a solid coaching culture change? In that case, you must consider bringing in expert coaches to your team. It will be their job to incorporate a sense of training and development within the organization while you can focus on running your business.

4. Incorporate Policies – This is the actual step where you go about bringing in the change in your organization. Whether you are doing it internally or externally, introducing company policy changes that fit with the new coaching environment is necessary. It has to be done in an organized and a formal way, and the coaching culture should become an effective part of your organizational policies. Also, a team is only as good as its leader. This means that you have to first lead by example. You are the first person who should adopt these policy changes and incorporate the new culture in your everyday organizational behavior.

5. Measure The Results – After you have put your strategies and policies to action, it is time to measure the outcome. Since it will be your first venture to a new and drastic change, do not expect the results to be all positive. Instead, be prepared for anomalies and faults, and have the mindset to improve your performance. One thing that you can be sure of is that you will definitely see some kind of growth. The places that aren’t showing growth should be worked upon.

Conclusion

The culture has the ability to make or break any organization. It is the immediate external reality that your team interacts with, and if the culture promotes the sense of training, development, and coaching, your team is bound to witness a radical change in their mindset and approach, resulting in a change in the results of the organization.

Author Bio

Anthony Bergs is a project manager at Writers Per Hour. He always keeps an eye on the marketing sector to implement the best innovations into the strategies that he builds. He’s always open for new connections and partnerships.

Comments

  1. Changing company culture is something radical indeed. However changing the structure of a company is harder than changing culture. But if you manage to change the structure the culture will automatically gets changed.
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