Coaching services alone are not enough for coaching culture to develop – no matter how modern and comprehensive a coaching program might be.
For successful coaching culture development, transparency between the company’s segments needs to be achieved. Otherwise, the company invests into projects that have short-term effects and perhaps provide an interesting diversion for the coaching participants, but the actual development of coaching culture does not take place.
Identifying company structure drawbacks is not enough. For example, all coaching providers stress the importance of a safe coaching environment. The more effort the company needs to put into its employees to be able to trust its coaching environment, the further it is from achieving workplace transparency.
Why is workplace transparency necessary?
A transparent working environment is the foundation on which the coaching culture of the company is to be built. Workplace transparency has the following advantages:
It enables the employees to recognize their contribution to the achievement of their company’s goals.
It helps the employees develop trust in their employer.
HR management associates transparency with organizational hierarchy, the reward system, employee competency development etc. Systematization ensures business transparency, but also creates a lack of trust on the part of the employees. This phenomenon is called ‘black hole leadership’.
In order to achieve workplace transparency, the company must develop a series of organizational measures connected with the following phenomena:
- Information transparency
- Decision transparency
- Project transparency
The changes necessary for the company to achieve the transparency of its organizational culture are part of successful workplace development. Workplace development is a result of the changes in the work processes that contribute to coaching culture development.
The need for change can be internal or external. The decision of the company to create a transparent working environment results from internal needs. An example of an external need for change would be that of setting up an open-space working environment in order to attract young talents. This need for change has been created by the expectations of the young generation.
The picture shows workplace development as an integral part of a greater notion called Coaching Coherence.
Coaching Coherence is a systemic solution whose aim it is to recognize the needs to implement projects that lead to the development of coaching culture. In order to be able to do that, the company needs to have a defined process of recognizing its needs, presenting them to the management and achieving the implementation of the changes into the company.
Workplace transparency is a prerequisite for coaching culture development in a company. Coaching culture development namely calls for a safe working environment – a result of information transparency, decision transparency and project transparency. These three factors give rise to workplace development, which needs to adapt to external and internal needs.
By furthering workplace transparency, you will be well on the way towards coaching culture development in your organization!