LWSSL315_Impact_Coaching

The Impact of Coaching on Organizational Culture

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Teamwork (Advanced)

Coaching

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The Impact of Coaching on Organizational Culture

Managing Cross-Cultural Relationships and Behavior

Leadership Styles in Coaching

Leadership Styles

Leading Leaders

Measuring the Effectiveness of Coaching

Well-formed Outcomes

The Wheel of Life

Index

It encourages trust, and accountability, and aligns individual goals with organizational values, leading to a more adaptive and engaged workforce.

Coaching positively impacts organizational culture by fostering open communication, enhancing employee development, promoting collaboration, and building a growth mindset.

The Impact of Coaching on Organizational Culture

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Managing Cross-Cultural Relationships and Behavior Globalization has introduced numerous advantages and opportunities, along with certain risks. One of the most significant benefits is the chance to collaborate with diverse individuals, cultures, and viewpoints. To navigate this landscape successfully, several guiding principles can be beneficial.

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Key Points 1

Key Points 2

Key Points 3

Key Points 4

Managing Cross-Cultural Relationships and Behavior

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+ Laissez-faire

+ Transformational

+ Transactional

Note

Leadership Styles in Coaching

+ Democratic

+ Autocratic

Each style can be applied depending on the situation and the needs of the team or individuals being coached.

Leadership styles in coaching refer to the different approaches a leader uses to guide, support, and develop individuals or teams. Key styles include:

Using Leadership Styles

How your Behavior Affects Others

Applying the Right Style

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Leadership Styles Effective leadership hinges on being self-aware and recognizing your unique approach—how your actions affect those around you, both within the organization and beyond.

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Leadership Styles

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Leading Leaders When your coachees step into a new senior position, it's important to highlight the unique challenges they may face while leading fellow leaders. The strategies for effective leadership remain similar to those used with any team, but there are a few key additions to consider.

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Leading Leaders

The effectiveness of coaching can be measured through several methods:

Combining qualitative and quantitative measures provides a well-rounded view of coaching effectiveness.

Employee Engagement: Monitor changes in engagement, motivation, or job satisfaction levels.

Feedback: Collect feedback from the coachee, peers, or supervisors about the impact of coaching on performance and interpersonal interactions.

Return on Investment (ROI): Analyze productivity improvements, cost savings, or other quantifiable business outcomes as a result of coaching.

Self-assessment: The coachee reflects on personal growth, increased self-awareness, and development during the coaching period.

Behavioral Change: Evaluate noticeable improvements in the coachee’s behavior, skills, or performance in their role.

Goal Achievement: Assess whether the coachee has reached their specific goals or objectives set at the beginning of the coaching process.

Measuring the Effectiveness of Coaching

PEAS Model

Review Outcomes

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Well-formed Outcomes This approach merges confidence enhancement with strategic planning and visualization. As a result, those being coached experience a strong sense of motivation, vitality, dedication, and self-assurance.

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Well-formed Outcomes

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The Wheel of Life The wheel of life is an excellent tool for gaining perspective and enhancing self-awareness, and it also helps coaches gain a deeper understanding of their clients.

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The Idea

The Wheel of Life

Basic

• Bossons, P., Kourdi, J. Sarain, D. (2012). Coaching Essentials. Practical, Proven Techniques for World-class Executive Coaching. 2nd Edition. Bloomsbury.
• Chandler, S. (2012). Connection. How Coaching Changes Lives. Robert D. Reed Publishers. eISBN: 978-1-934759-70-7
• Hromek, R. (2007). Emotional Coaching. A Practical Programme to Support Young People. A Lucky Duck Book. Paul Chapman Publishing. SAGE Publicaions Company. ISBN13 978-1-4129-2016-2 (pbk)
• Mthemmu D. (2007). Team Coaching. Series Editor Marius Meyer. Knowres Publising. ISBN: 978 1 86922 384 7 E-book
• Neenan, M & Dryden, W. (2013). Life Coaching. A Cognitive Behavioural Approach. 2nd Edition. Routledge. ISBN: 978-0-203-75831-1 (ebk)
• Nelson, K.J, Hernez-Roome, G. Ely, K. DiRosa, G.A. (2011). The Leadership Coaching Sourcebook. A Guide to the Executive Coaching Literature. Center for Creative Leadership. CCL Press.

Complementary

• Dunbar, A. (2017). Clean Coaching. The Insider Guide to Making Change Happen. Routhledge. ISBN: 978-1-315-73866-6 (ebk)

Webliography

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The Idea When to use it: If you're looking to enhance your response or strategy for a particular situation, or just want to refine your leadership skills with others. Summary: Leadership is all about adapting to the situation at hand. It's important to modify your style to fit the unique challenges you face. What works effectively with one team might not resonate with another. To determine the most suitable approach, consider: • the characteristics of the individuals you’re leading; • the nature of the tasks they are working on.

Key Points 2 Be careful when making jokes Certain jokes not only struggle to resonate across different cultures, but they can also be offensive. This can happen even within the same culture. While humor can often serve as a wonderful bridge in cross-cultural interactions, it is also one of the most delicate elements of social life. Understand each individual To achieve this, start by discussing your perspectives and beliefs with those around you. It's important to implement several additional strategies as well. Be aware that you might have stereotypical views about different groups. Take the time to identify these views and consider them as starting points that can be revised or transformed based on your experiences. Recognize that attribution errors can happen in both directions: cultural traits may be wrongly assigned to individuals, and individual behaviors may be misinterpreted through a cultural lens. Focus on understanding the reasons behind a particular behavior rather than making superficial judgments about the behavior itself or comparing it to your own cultural norms. This approach is especially helpful when you encounter work methods that seem unusual, ineffective, or pointless. Understand the main areas of cultural difference Management writer Fons Trompenaars highlights the need to reconcile various cultural dilemmas. Universalism versus particularism. This cultural clash revolves around how relationships are evaluated. Universalists believe in applying rules and procedures uniformly, while particularists prioritize relationships and adaptability. Universalists tend to think their standards are the correct ones and strive to influence others to align with their views. Countries like Switzerland, Canada, the US, and Sweden exemplify universalist societies. In contrast, particularist societies, such as Venezuela, Korea, and Russia, hold that the strength of specific relationships outweighs the importance of general rules.

Understand how your behavior affects others To enhance your leadership style, it's important to recognize how your actions influence others and to modify your approach for effective leadership. There are various methods to delve into this, such as psychometric assessments and 360-degree feedback. Here are some tips to evaluate your leadership approach. Take time to think back on past experiences and consider the feedback you've received to pinpoint your usual behavior. Reach out to colleagues or team members to gather their perspectives on your leadership style. Reflect on whether you can adapt your style as needed or if you tend to stick to one predominant approach. Lastly, challenge your style with specific inquiries. For instance: Is your approach too formal, too casual, or just right? Does it inspire and empower those around you? Is it directive or more hands-off? Consider the impact you have on others—what might be the reasons for this, and how can you enhance or evolve your style?

Description Action checklist for creating a well-defined outcome Here’s a handy checklist to assist coachees in formulating well-defined outcomes. 1. Identify your desired outcome and jot it down. 2. Evaluate your outcome. Is it framed positively? (For instance, say ‘I want to enjoy optimal health’ instead of ‘I want to quit smoking’.)

• Are you progressing towards it or moving away from it?
• Have you steered clear of mentioning any negative aspects?

3. Reflect on the resources or experiences you already possess that can aid in achieving your outcome. This could include life experiences, skills, personal attributes, or financial means. Focus on what you can control. For example, a sprinter cannot influence how well others perform in a race, so a goal like ‘I will train to be in peak condition for the 100m race in three months’ is preferable to ‘I will win this race,’ which depends on other competitors.

• Can you find or create what you need to reach this outcome?
• Can you sustain it once achieved?
• Is it solely within your control? If not, where do you have influence, and where does it lie with others?

4. Ensure that the outcome is clear and targeted. Also, verify that the wording is straightforward.

• When does the outcome begin and end?
• In which contexts or situations, or with whom, do you wish to accomplish this outcome?

5. Track and assess your success. It’s crucial to recognize when you’ve reached your outcome.

• What will success look like?
• What will you see, hear, and feel that confirms your success? (For some, this may include their internal dialogue.)

Applying the right style at the right time To identify the right style that aligns with the needs of the task or the individuals involved, it's important to evaluate their competence. This involves looking at their education, training, experience, and level of commitment, as these factors influence their ability, confidence, and motivation. Use this assessment to guide your choice of style. For instance: if someone lacks confidence, their commitment may wane, so they will benefit from support and encouragement; if a person is unmotivated, take the time to listen, understand the underlying issues, and address them (this might stem from a lack of recognition, insufficient results, or diminished belief in the goal).

The Idea When to use it: When you step into a new position or your team is growing, it's all about guiding those who are already in leadership roles. Summary: Leaders should be given as much autonomy as possible in their roles, including the chance to determine both what actions to take and how to execute them. These leaders need to have the freedom to figure out the best ways to meet their or the organization's goals, even though it can be challenging to distinguish between the objectives and the methods used to reach them. While the final accountability will remain with you, this strategy can foster greater commitment and clarity among the team.

Key Points 4 Sequential versus synchronic explores how different cultures perceive time. In sequential cultures, individuals often see time as a straight line of events, placing great importance on punctuality and planning. In contrast, synchronic cultures view the past, present, and future as interconnected, often engaging in multiple activities simultaneously. Internal versus external control pertains to how much individuals feel they have control over their surroundings or how much they are influenced by their environment. Those with an internal locus of control generally feel they can shape their environment to their advantage. In contrast, those with an external locus of control tend to see their actions as being more influenced by others, directing their attention towards their surroundings rather than their own agency. Reconcile differences Addressing cultural differences can be accomplished by:

• Seeking opportunities and appreciating the value in both viewpoints, rather than choosing one over the other or perceiving conflicts between varying values.
• Framing issues as dilemmas or desired outcomes – focusing on what needs to be accomplished rather than the methods used. Aim to find solutions that go beyond mere compromise, which often results in settling for the least favorable option.
• Engaging with colleagues from diverse backgrounds. Their unique perspectives and experiences can provide intriguing insights and significant advantages.
• Being open to putting in the effort to communicate effectively across cultural divides.
• Showing respect for and adhering to both general and local business practices, particularly in terms of communication.

Description What steps can you take to guarantee your success when you're in charge of other leaders? How can you drive progress when your influence is limited and you can't handle everything on your own? A few straightforward strategies can make a significant difference. Show trust and support. The most effective outcomes occur when individuals are entrusted with their duties and receive encouragement. This demands a significant amount of trust and patience. Leaders should consistently support one another openly, as failing to do so can undermine the confidence of their team members and impact their future leadership potential. When you disagree with someone privately, reflect on two connected questions: How might this person react to being overridden? Will the long-term negative effects of this disagreement outweigh the benefits of getting your way? Support leaders and empower them to create change. To effectively implement change, it's essential to share an inspiring vision with your team, making sure that all systems align with this vision and that any barriers to progress are addressed. Additionally, it's important to offer the necessary training, as lacking the right skills and mindset can lead to uncertainty among employees. Lastly, it's crucial to address and challenge those who resist the changes that are needed. Consider how best to challenge and develop leaders. A frequent misconception is that leaders, once they have reached a level of success, no longer require challenging experiences or opportunities for growth. However, continuous learning is a vital component of effective leadership, and leaders should be motivated to enhance their abilities. They can particularly gain from focusing on areas such as embracing risks, stepping outside their comfort zones, engaging in self-reflection, honestly evaluating their achievements and setbacks, and seeking feedback through 360-degree assessments to identify areas for improvement. Apply the essentials of leadership. This involves being self-aware, cultivating empathy, embracing a positive and decisive mindset, leveraging individuals' strengths, and motivating others to learn, grow, and enhance their skills. While it's easy to identify our shortcomings, a leader's role is to harness the energy of their team to ensure both individual and organizational success.

Description Understanding different leadership styles Various leadership styles are suitable for different situations. Below, you'll find a description of the primary styles. Ken Blanchard's Situational Leadership Model is particularly helpful in this context.

Description To use the wheel of life, draw a circle with 12 segments: 1 Take some time to think about each area individually and what those words signify for you. Which areas do you usually dedicate the most time and energy to? Why do you think that is? What outcomes result from this? Rate the significance of each issue on a scale from 1 (least important) to 10 (most important). 2 Now consider the areas where you invest the least effort. What are the reasons behind this? What are the outcomes? Again, use a scale from 1 (least important) to 10 (most important) for your rating. 3 Identify the areas that provide you with the greatest sense of fulfillment, accomplishment, or joy. What makes these areas stand out for you? What are the results of this fulfillment? 4 On the flip side, which areas evoke feelings of uncertainty, dissatisfaction, or failure? What contributes to these feelings? What are the consequences of this? 5 Are there specific areas that you find easy to reflect on? Conversely, are there areas where reflection feels challenging or even unproductive? What insights do these reflections offer about your character? 6 For each area, think about your most significant achievements. What accomplishments are you most proud of that aspect of your life, and why? 7 Consider your current objectives for each area. What changes or developments do you wish to pursue, and what motivates you to make those changes?

Remembering well-formed outcomes with the PEAS model Sometimes, you might not have the complete checklist handy when aiming for a successful result. This model will assist you in recalling the essential components. Positive – specify, in positive terms, what you want to achieve. Evidence – specify how you will know you’ve attained your outcome or goal. Appropriate – check your planned outcome by asking:

• Does it fit with major values?
• What might be lost as a result?
• How can you go for a ‘win-win’ outcome?
• Where and when do you want to achieve it?

Self-maintained – commitment, planning and progress are vital, so ask yourself:

• Can you start and maintain it?
• What other resources do you need?
• Who else has influence and how much?
• What’s the plan?
• What’s the first step?

Key Points 3 Individualism versus communitarianism is about the tension between personal desires and the collective interests of a group. It raises the question of whether individuals see themselves primarily as separate entities or as members of a community. In cultures that prioritize individualism, such as those found in Israel, Canada, and the US, people tend to focus more on their own needs rather than those of the community. These cultures value personal freedom and accountability. On the other hand, communitarian cultures, which can be seen in countries like Egypt, Mexico, India, and Japan, emphasize the importance of working together for the benefit of the group, with individuals aligning their efforts towards shared goals and objectives. Neutral versus affective examines how individuals express emotions and the relationship between reason and emotion in interpersonal connections. In neutral cultures, individuals learn that openly showing emotions is inappropriate, while in affective cultures, people are encouraged to express their feelings freely and often seek ways to channel their emotions. Countries like Ethiopia, Japan, and China exemplify neutral cultures, whereas Spain, Egypt, and Kuwait represent affective cultures. Specific versus diffuse relates to how individuals tackle situations and their level of engagement in relationships. In cultures that are specifically oriented, people tend to break down a situation into its components, examining each one separately before reassembling them. They believe that the whole is made up of its parts. Additionally, those from these cultures often keep their work and personal relationships distinct. Countries like Holland, Denmark, Sweden, and the UK exemplify this approach. In cultures that are diffusely oriented, individuals often perceive each aspect as interconnected within a larger context. People interact on multiple levels simultaneously, with various elements of life and personality blending. Countries like China, Nigeria, and Kuwait are examples of such diffuse societies. Achievement versus ascription emphasizes the way personal status is determined. Achieved status is linked to a person's actions and accomplishments (like in the US, Australia, and Canada), while ascribed status is more about one's inherent characteristics and background (as seen in countries like Egypt, Argentina, and the Czech Republic).

Description Get ready to engage with diverse cultures This doesn’t always involve traveling or working overseas; rather, it’s about understanding that in today’s business world, international clients and colleagues will increasingly come to you. The following tips will assist you in preparing for cross-cultural interactions. A key aspect is to expand and enhance your viewpoint. This can be achieved by acknowledging that:

• Your own culture is a distinct characteristic. When you work internationally, you may often find yourself viewed as the ‘outsider’ who others might see as ‘unusual.’
• The culture you tend to overlook the most is your own. So, take a moment to view yourself from an external perspective: what might others perceive? Keep in mind that intercultural experiences provide a chance to lessen this blind spot—other cultures can reflect back to us more of our own cultural beliefs.
• Others may think and behave differently than you do. If you firmly believe that your approach to management, decision-making, leadership, and general work practices is the best, then it might be wise to steer clear of cross-cultural environments. This will likely make things easier for everyone involved, including yourself.
• Your actions should align with local norms and expectations, and it’s important to honor local customs, but this doesn’t mean you have to mimic them.

The Idea When to use it: People often seek to grasp the significance of various aspects of their lives. Summary: The wheel of life illustrates key aspects of our existence and aids in enhancing our awareness of what’s happening in each of these domains. For instance, it allows us to contemplate our feelings towards them, assess our mental and emotional well-being, and explore our sense of identity, purpose, values, beliefs, and priorities. Additionally, it emphasizes the balance between how much we invest in and how satisfied we are with each of these areas.

The Idea When to use it: When you're getting ready to work overseas or collaborate with coworkers from a different cultural background. Summary: Handling relationships across cultures consists of three key steps:

• Recognizing the roots, characteristics, and impact of cultural differences, along with the values and assumptions shaped by those cultures;
• Valuing diverse styles and methods while moving away from stereotypes;
• Bridging cultural gaps by helping individuals leverage the strengths found in their unique values and approaches.

The idea When to use it: When individuals being coached doubt their capability to complete a task. Summary: This approach relies on several important principles. To start, envisioning a positive result can be highly motivating and increases the chances of success, as it allows individuals to focus on what they want rather than what they wish to avoid. While a negative outcome can provide some motivation, it lacks a clear direction; once something undesirable is sidestepped, there’s no specific goal to strive for. Additionally, when coachees jot down their desired results, they significantly enhance their likelihood of achieving them. It’s a good reminder of the saying, "If you don’t know your destination, any path will suffice."

Using Leadership Styles Effective leadership relies on using the right style at the right time, a concept known as situational leadership. It includes four main styles: directing, coaching, supporting, and delegating. Leaders should adapt their approach based on the unique needs of each situation. When working with team members, it's essential to decide whether to focus on their skills (competence) or their mindset (commitment). Coaching helps improve skills, while counseling addresses behavior and commitment. An individual may need different styles for various aspects of their role. Each leadership style has its effectiveness depending on the context. Directing is best for providing clear instructions in crises, while delegating, supporting, and coaching promote team engagement and input, making them suitable for encouraging buy-in for plans.

Review Outcomes When do you plan to review this outcome systematically? If it’s a long-term goal, how frequently will you check in on it? How can others recognize that you’ve reached it? This last question is particularly crucial for those who are self-critical. People who are hard on themselves often miss out on the joy of their achievements, choosing instead to dwell on what needs improvement. Therefore, it’s essential to clearly define what success looks like, so you know when to pause, celebrate, and set new goals. 6 Ensure you are truly committed to the outcome. Are you passionate enough about it to put in consistent effort? If not, what would inspire you to feel more motivated? 7 Make the most of your current situation. Rather than disregarding the past or your present circumstances, think about: What advantages does your current state offer? How can you leverage these benefits in pursuit of your outcome? 8 Consider what might change if you reach your goal. For instance: What sacrifices might you need to make to achieve it? What will the full impact of reaching your outcome be on you personally? Who else could be affected by the changes related to your goal, and how do they feel about it? 9 Align this outcome with your values and beliefs. It’s beneficial to clarify the balance between the various things that matter to you from the start, helping to prevent self-sabotage. Reflect on: What larger goal does this contribute to? How does this align with your identity and core beliefs? 10 Strategize your outcome and think through the sequence of events. For example: Is this what you genuinely want, or is it a means to obtain something else that’s significant to you? If it’s the latter, are there alternative paths to achieve it? Do you need to establish smaller, intermediate goals? Is all the relevant information documented clearly? Most importantly, what’s your next step? Remember the saying: The journey of a thousand miles begins with a single step. 11 Lastly, evaluate whether confidence is a factor by asking yourself: How confident do you feel about this?

Key Points 1 Be patient It's important to recognize that your perception of time might not align with others, and the time it takes to see results can vary from your expectations. Beware of the ‘denial of difference’ and ‘illusion of similarity’ People might sometimes be overly polite to overlook differences. Phrases like "We speak the same language... we are connected through our industry, business, or values" can mask a reluctance to face the reality of cultural diversity. The most challenging issues in cross-cultural teamwork arise when individuals have vastly different assumptions and are completely oblivious to this fact. Ignoring differences is significant because it often results in settling for the bare minimum. This denial can foster superficial interactions, discourage risk-taking, and lead to a reluctance to engage in meaningful discussions. Apply the eight preconditions for diversity in your team or business Research indicates that there are eight essential conditions for a business or team to effectively leverage the benefits of identity-group differences:

• Leaders should truly appreciate the diverse insights and perspectives.
• Leaders must remain steadfast and consistent in promoting diversity.
• Everyone should be held to high-performance standards.
• Leaders should create an environment that fosters personal growth and development.
• Leaders need to promote a culture of openness, embracing healthy debate.
• The workplace atmosphere must make employees feel appreciated and eager to contribute.
• The team's vision should be clear, engaging, and importantly, actionable – guiding behaviors and decisions.
• The team should operate in an egalitarian and non-bureaucratic manner, facilitating the exchange of ideas and valuing constructive challenges to traditional practices.