The document provides information about an upcoming webinar on creating a high-impact coaching culture. It includes a summary of survey results on coaching cultures and programs, best practices of organizations with strong coaching cultures, and the four must-haves for building a coaching culture: sharing a mindset, communicating what drives performance, adopting a coaching methodology, and building a sustaining framework. The webinar presentation explores these topics and discusses next steps for participants.

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Frequently Asked Questions

5. © 2018 InsideOut Development. All rights reserved.
Creating a High-Impact
Coaching Culture
Nancy Q. Smith
Best Practices from
Organizations That Do It Right

6. © 2017 InsideOut Development. All rights reserved.
• Identify differences between organizations
with and without a strong coaching culture
• See steps to take to enhance a coaching
culture that drives results and grows people
What you’ll get out of this webinar

7. Nancy Q. Smith
Vice President of Customer Success

8. About the survey

9. Did you
participate in
the survey?
Yes/No

10. Defining coaching culture
• Shared understanding of the strategy, practice, and
application of coaching
• Coaching initiatives for all levels and populations
within the organization
• Coaching conversations flow in all directions (leader
to team member, team member to leader, peer to
peer, even self-coaching)

11. Survey
Results

12. Coaching Programs

13. 24.2
24.2
20.38
18 19 20 21 22 23 24 25
Organizational
culture
Lack of resources to
manage program
Leadership buy-in
What’s blocking coaching programs?

14. What is a coaching culture intended to solve?
59.54
51.97
51.64
46 48 50 52 54 56 58 60 62
Performance issues
Employee expectations
Employee retention issues

15. We asked people to rate their coaching culture
Undeveloped
Ad Hoc
Intermediate
Advanced
Organization has not
made coaching a priority
Depends on if leaders/
manager or department
have made coaching priority
Organization-wide
coaching strategy, not
targeted with programs
Organization has an
advanced coaching
culture at all levels

16. Based on the four coaching
definitions, which coaching
culture matches you?
Undeveloped/Ad hoc/Intermediate/Advanced

17. What the survey showed

18. What the survey showed

19. So what’s different
about the coaching
culture leaders?
It’s more than just coaching more

20. Leadership

21. Senior leader involvement
12.4
44.1 38.5
5
37.1
55.9
6.3
Very Involved Involved Uninvolved Very Uninvolved

22. 34.7%
Senior leaders walking the walk
Strongly agreed or
agreed that Our
executive leaders are
our best coaches
16.45%

23. Managers &
Employees

24. 81.53%
95.52%
Employees expect coaching
Strongly agreed or
agreed that Our
employees expect
their leaders to be
good coaches

25. 40.44%
Excellent coaches have more opportunity
Strongly agreed that
Managers that coach
well are trusted with
other responsibilities/
further leadership
opportunities
23.23%

26. Better coaching is a manager’s job
Strongly agreed or agreed
that Managers in our
company seek out
opportunities to become
better coaches
41.3%
78.6%

27. Good isn’t good enough
View improving their
coaching culture as a
high priority
36.31%
61.31%

28. To what level is your
organization engaged in
improving its coaching
culture?
Highly engaged/Engaged/Somewhat engaged/
Unengaged

29. Time for coaching
Strongly agreed or
agreed that we provide
time in the work day
for coaching to take
place 41.29%
78.68%

30. Audiences

31. Where coaching is targeted
Leaders report that all
employees are targeted
with coaching programs
within their organization
17%
44%

32. New managers as a lever for coaching culture
COACHING FOR NEW MANAGERS
69.70%
37.84%

33. WHO COACHES?
55.2% Peers 40.97%
76.38%
Supervisors/
direct managers 62.50%
64.57% Mid-level managers 45.83%
68.50% Senior leadership 43.75%
47.24% External coaches 49.31%
Everyone’s a coach

34. Strategically bespoke
45.21% 56.15%
Create their coaching
programs part with
in-house resources and
part using programs from
external vendors

35. Creative accountability and visibility
Tying coaching results
to performance
reviews, promotions,
bonuses
15.86%
49.61%

36. Challenges to improving a coaching culture
CHALLENGE
50.41% Budget 51.06%
23.14% Leadership buy-in 51.06%
35.54% Organization culture 51.06%
33.88%
Lack of resources to
manage programs 50.35%

37. Culture isn’t optional
81.97%
Reported that
employee participation
in coaching programs
is incentivized or
mandatory 56.38%

38. Measurement

39. Business case and targeting
24.35
20 18.35 18.02
14.68
7.35 5.88
2.33
5.26
1.52
Employee
engagement
Retention Customer
satisfaction
Satisfaction
with leadership
Productivity

40. Assessment of high impact
IMPACT
Employee engagement 31.03 11.36
Improved quality
of work 26.09 7.58
Increased leadership
bench strength 26.09 7.52

41. Assessment of high impact
IMPACT
Perception of
leadership quality 23.28 9.85
Productivity 23.01 6.11
Retention 21.43 6.82
Customer satisfaction 21.43 4.62

42. What coaching culture leaders do
differently
• Talk the talk and walk the walk by senior leaders
• Emphasize coaching for new managers
• Expect everyone to coach and be coached
• Prioritize making coaching culture even better
• Make it mandatory and provide incentives
• Create a business case and measure impact

43. The 4 must-haves
to build a
coaching culture

44. The 4 must-haves to build a coaching
culture
Share a mindset
Communicate an
understanding of what
drives performance
Adopt a methodology to
unleash performance
Build a framework that
sustains performance

45. Mindset
InsideOut Mindset
A belief that everyone
has capacity to learn
and perform at a
higher level

46. What drives performance
Performance Wheel
High performance
comes from the inside

47. The GROW Model
1. Goal
2. Reality
3. Options
4. Way Forward
The Methodology

48. Framework – RLAA ( “Relay”)
• Relevance
• Learning
• Application
• Accountability

49. What’s next
• We will provide the survey report
• Let’s talk shop!
• Want help creating or boosting
your coaching culture?

50. © 2018 InsideOut Development. All rights reserved.
Best time of day
to reach you?
Early morning
Early afternoon
Late afternoon

51. © 2018 InsideOut Development. All rights reserved.
THANK YOU!
nancyqsmith@insideoutdev.com

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