Why most of the Coaching Projects Fail at Organizations?
by Ebru Sznapkova
Coaching is a great leadership tool when used professionally. Today; many organizations start to notice the importance of coaching. They know that coaching culture is solid base for successful organizations. Some organizations spend lots of money on training their leaders on coaching. Some organizations just ask managers to transform into great coaches from day to tomorrow. Leaders start to take more and more initiatives to implement coaching to their team culture.
Since coaching is very much supported initiative at employee development; why most of the coaching initiatives do not work or fail short time after trainings? Here are the most common cases by experience;
Unsuccessful Implementation of Trainings
Most of the organizations do invest in coaching training and expect 1-2 days of training to transform the managers into professional coaches. However those 1-2 day trainings are able to provide coaching tools only. Each manager has a specific management and communication style. Adopting coaching as a leadership language takes time, practice and effort. Good coaches are great pattern detectives, they are the best communicators and it requires personal commitment and effort. If manager is not committed to help his team members with their transformation process and eager to support the development of his team members conversations that start under coaching brand may end with normal performance reviews or consulting discussions. If a manager wants to apply coaching into his management style, he should be very committed to the transformation and the development process behind. Professional coaching programs in longer term does introduce this transformation both at personal and management level. Otherwise in most cases managers do go back to their preferred style and coaching culture dies within that division or organization….
Most Managers try Coaching without training;
Most of the managers confuse coaching with mentoring and they assume transferring the technical knowledge is coaching. Coaches are seen as experts of that field or industry. Unfortunately many of the managers, who have not been trained on coaching, think by having regular 1 to 1s or performance reviews, they run coaching sessions.
Coaching is not counseling or mentoring. Unfortunately coaching is often perceived as a tool used for improving the performance of the under performing employees. Therefore when applied wrongly, it is perceived wrongly and when coaching is initiated by the management they often look for hidden manager agenda.
The coaching sessions emphasis on what coachee wants to achieve and pure on their agenda and gives the full accountability to the coachee. Coaching sessions are focused on processes, strengths, change and growth.
As organizations can only achieve their ultimate goals by their employees` success, transformational growth base cultures will enable them to create those organizations. While coaching is about the person who is being coached, his agenda, his direction and his goals unfortunately many of the managers think it is their agenda, their direction, and their goals should be covered during the coaching conversation.
If manager already has an agenda for the coachee; whole conversation turns into directive non trustful relation where coachee starts to act like in the review process as well as the manager. As a natural process, coachee loses his believe to coaching and many of the coaching conversation turns into typical performance reviews or feedback sessions.
Unfortunately not trained managers, applying coaching leads the complete misunderstanding of the process and demotivated individuals in the team.
Belief on Managers cannot Coach;
There is a cliché; managers cannot coach…
And we know very well how this belief gets developed … after couple of unsuccessful coaching attempts as some listed above; manager decides to leave the coaching role and stops coaching.
It is leaving the responsibility of the growth. On the other side it is running a very tactical and mechanical approach. We can hire the best talents to our organizations but if we do not know how to coach them to reach their best potential in our organization then, they leave…
Every manager can become a very successful coach.
With right motivation, intention and the practice many managers become very successful leaders using coaching language on a day to day basis. So commitment and motivation is needed. Most of the organizations do not have enough coaching budget to hire a professional coach for every single employee in the organization. But they can invest into managers to become successful transformational coaches.
If you want to grow your team and organization use coaching. Coaching supports very clear and transparent communication and develops trust between the team. As a transformational tool, coaching transforms the manager at very first. Helps manager to build rapport with his team. Building rapport is the base for successful communications. True communication is base for successful relationship within teams.