Coaching Culture Benchmarks
Everyone Is Right...Partially
In a coaching culture, it’s possible to hear all the voices in the system and recognize each holds a critical perspective for the system. Opinions aren’t "wrong" even if they’re unpopular. They’re just information.
In a coaching culture, people actively seek out diverse people, ideas, perspectives and experiences. They share control and trust others to deliver, even though they may operate very differently from themselves.
In a coaching culture conflict is recognized as a signal that something new is trying to happen. Embracing conflict is a strategy to manage change constructively. How we interact while change is happening is more important than the change itself.
In a coaching culture, everyone recognizes the value of sharing information. Critical conversations create a knowledge pool that benefits all the participants.
In a coaching culture, there are well-defined and shared values that inspire positive actions. There is a shared optimism for the future. Members of the team or organization are clear about their roles and responsibilities and how they align with those values.
Coaching cultures don’t tolerate or support toxic communication patterns and avoid blaming, defensiveness, stonewalling and contempt. Instead they promote openness, trust, vulnerability and curiosity.
In a coaching culture, partners are co-responsible for each other’s success and failure and hold one another accountable. ,Accountability is the keystone to developing trust and delivering results.
In a coaching culture, there is a shared awareness that people respond to change differently and so unique perspectives are honored. Change is not feared, but welcomed, in part because the system has established protocols for managing change.
In a coaching culture Information, resources, decision making and credit are shared. Mentoring and coaching increases individual capacity thus improving the collective capacity of the system.