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Buzayehu Demisse singing “Salayish” on Seifu EBS

Despite the fact that many organizations talk about culture and its significance, many of them still do not actively build and assess their cultures. One recurring theme among many when you Google “what are the key challenges facing CEOs” is the need to find and keep talent while also cultivating future leaders. Is this a simple task, then? According to research from The Hay Group, a team’s “climate,” or culture, accounts for 30% of the difference in performance between teams. The most important influencers in any business are its leaders when it comes to culture and who is responsible for fostering a performance culture. Here, the focus is on coaching to increase awareness and encourage individual accountability among team members. This is about coaching team members to feel empowered and to help them take ownership. Now, coaching focuses on broadening a worker’s perspective and encouraging collaboration. Finally, a leader switches from one-on-one coaching to team coaching to improve overall performance. Like me, you may have heard talk about creating “coaching cultures” in organizations and talent development circles. However, unless you work in the field of human development, it’s less well known that a coaching leadership style is actually the enabler of a high-performance culture. Therefore, there is a huge opportunity for leaders to begin considering coaching as a core leadership competency, not only to develop the skills of team members, but also as a crucial means of fostering a high-performing culture by altering mindsets.

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