Applying a sports model in healthcare will increase the connection between coaching interventions, improved employee performance, and desired business outcomes. Heres the good news: several factors can help organizations deliver performance excellence more consistently, including great leadership and management, motivation, belief and passion, technology, proper equipment, protocols, efficient processes, and training.
As the new year gets underway, youve probably been part of at least one conversation about New Years resolutions (your own or someone elses). Yet, I was still shocked to learn that 85 percent of organizations can cite at least one failed change management initiative within the last two years.
This is the second in a series of five posts to describe how managers can coach people to practice genuine collaboration in the workplace. In this post, we will take a deeper look at collaborations operating principles to learn how they can be leveraged to support your teams efforts to produce outstanding results.
ATD Excellence in Practice Award Winner 2014 HealthSouth Corporation, based in Birmingham, Alabama, needed a way to accelerate the performance of its employees. The program, Building a Coaching Culture, was designed as an agile, flexible, multifaceted, and evolving practice that could affect employees at different levels of the organization.
Using my experience and research, I have formulated the following definition of a coaching organization: An organization in which the culture and its infrastructure encourage everyone to learn, practice, and engage in mindful coaching conversations to get work done, accomplish goals, and reach both personal and strategic growth and success. I believe there are three building blocks that comprise a rich coaching organization.
There are tons of coaching resources out there. Studies from the last 10 years have proven that coaching can lead to positive outcomes for individuals, teams, and organizations.