Building a Coaching Culture in Dubai

8/14/2019 Building a Coaching Culture in Dubai

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Creating a Coaching Culture

www.workplacecoaching.coRCS offers an ICF Accredited Coach Training Program

Developing internal coaching capabilities



Creating a Coaching CultureLeaders and managers today have more pressure than ever to get results

from their teams. Yet they are often promoted through job specific expertise

or technical prowess, without the human skills to match.

Good coaching is at the heart of good leadership. It’s the human side of driv

positive change. Developing a coaching culture means embedding coachin

skills inside an organization at all levels, so that leaders and managers canbring out the best in others.

How coaching can drive organizational change

1. Onboarding

Coaching can improve how new people are brought into an organization

aligning new hires quickly with the culture and giving them the right supp

up front.

2. Transition management

Getting promoted often requires creating specific new skills. Coaching c

smooth out the transition process and speed up any learning required.

3. Transforming communication

Developing core coaching skills to transform management styles and dr

cultural change.

4. Supporting high potentials

Coaching can provide intensive support for top performers, helping them

go from good to great.

5. Developing senior leaders

Top executives often need development, and either coach training

or executive coaching are effective tools at this level.

Findings from a RCS initiative

From interviews with participants in

a short training, 6 months after the

intervention, we found:

■ 92% of managers reported that

they were better able to manage

performance

■ 68% of direct reports felt more valued

by the organisation due to their

manager’s changes

■ Over 85% of participants were using

coaching skills at least as much as

immediately after the training



Our ExpertiseWhile we do provide some external coaching, our main goal is helping

organizations develop internal coaching programs.

We take a consultative approach to help determine the best suite of integrated

programs to build internal coaching capabilities, from line manager to senior

executive level. Our scalable solutions are designed to integrate with and

enhance existing business imperatives, strategic plans, HR programs andtalent initiatives.

Our expertise is in 6 areas:

■ A science and theory of coaching

■ Improving coaching conversations from 10 to 10,000 leaders

■ Building and rolling out internal coaching engagements

■ Embedding learning through training delivered in a coaching style

■ Consulting to integrate coaching into existing frameworks

■ Measurement programs to identify and deepen the impact of coaching

Measurement

Five types of measurement on the Kirkpatrick scale

Active Consulting

Classic OD with research & expertise around

internal coaching

High Impact Learning Technologies

Learning over time in small bites, highly scalable

Coaching Engagements

Formal coaching frameworks for high performers,

transition, orientation

Coaching Conversations

Informal coaching processEveryday conversations, feedback, performance

Science & Theory of Coaching

I n t e g r a t i o n

E m b e d d i n g

C o r e M o d e l s

Feedback from previous

participants:

“This program exceeded my expectations

because it challenged my way of thinking and offered a logical structure and

framework to work with.”

KH, Manufacturing corporation participant

“All the participants were hugely

enthusiastic about the course. We found

the training to be incredibly thorough and

the process very comprehensive. The

managers trained have began coaching

staff formally and are all impressed by the

power and impact the coaching is having

on their coachees”.

JK, Public sector participant and project

coordinator

“One of the best courses I’ve ever

experienced. Brilliant instructional design,

world class use of adult learning principles.”

JW, Financial services

corporation participant

“A thoroughly worthwhile course that

has changed my whole outlook on dealing

with people”

DH, Manufacturing corporation participant



A brain based approach to coaching at work

RCS programs are built on a theory for how and why coaching works,

based on contemporary neuroscience.

Having a proven science to explain how and why coaching works is a

tremendous help when rolling out wide scale coaching initiatives. It enables

greater buy-in from executives and speeds up learning.

We draw from the neuroscientific study of:

■ Awareness

■ Reflection

■ Insight

■ Attention

■ Working memory

■ Habit

■ Expectations

■

Emotions■ Social intelligence

www.workplacecoaching.co

Our Approach

Principles of Results Coaching

The RCS approach to coaching is

underpinned by 5 core principles

Self-directed learninWe believe that coachee

need to be in the driver’s

seat of the learning proce

A manager who coaches

their staff asks powerful

questions that generate

insights and motivate act

Solutions focus

The brain creates new

circuits based on where

attention is focused, so

we train managers to focclosely on solutions rathe

than problems.

Positive feedback

Acknowledgement of

progress is integral to

performance manageme

Coaching managers are

skilled in providing this

positive reinforcement an

helping each coachee to

develop the ability to self

acknowledge.

Stretch

A manager’s role is to

stretch their people to m

rapidly and effectively to

achievement of the defin

goal or task, identifying a

finding ways around bloc

along the way.

Structure

Coaching when managin

people is much easier to

if there is a clearly define

structure behind it.

Building a Coaching Culture in Dubai

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