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The Evolving a Culture, One Coaching Conversation at a Time Webinar was held on Thursday 28th October 2021.

Traditional businesses are scrambling to stay relevant while driving growth, managing complexity and taking care of their people, and staff retention is more vital than ever in the new hybrid world we find ourselves in.  Full blown culture change is required, but so much culture change can take too much time or die of its own weight.

 Madeleine Homan Blanchard (Chief Coaching Architect at Ken Blanchard Companies) and Shana Erickson (Founder/Executive Leadership Coach at Erickson Leadership) introduced a real-life example of how they helped transform an organisation through agile development, coaching, and by applying servant leadership principles:

  • Evaluation of the philosophical mindsets, shifts, and methods used to engage an army of leaders to champion and role model change, while keeping people at the centre of innovation.
  • Exploration of how an established business evolved from a traditional leadership culture to a Servant Leadership culture by leveraging Agile Methodology and a Coaching Mindset.
  • Discovering how starting small, partnering with external leadership experts, and integrating targeted leadership programs with several leaders built an army of internal role models and champions.

The webinar outlined the key philosophical mindsets that guided the journey—one conversation at a time.

There are three critical methodologies when evolving the culture of any organisation:

– Agile & Design Thinking.
– Coaching
– Servant Leadership
– ~ –
Mindset 1:  DESIGN thinking

To create the collective vision for, and agreement about the required shifts, involving leaders in experimenting and learning as you go.  This can be a messy but non-linear process, which does evolve and change over time.

Firstly, Shana and Madeleine asked for webinar attendees to input their opinions on a Design Thinking Poll:

They then introduced the Design Framework (specific to Learning and Development)

Define “How Might We” Question: 

  • How might we build succession strength?
  • How might we develop the leaders for the future?
  • How might we keep our best people?
  • How might we attract the best?
  • How might we get the organization to invest in development and not just see it as a cost?

Engage People, Empathise with Clients

  • Conduct 1-1 interviews
  • Observe leaders
  • Coach leaders and gather data on pain points.

Search for Meaning

  • Get to the heart of the matter
  • Prioritise what seems important – what will make the biggest difference?
  • Define & make key distinctions
  • “What does that mean to you?” allows you to get to the heart of the matter.

Ideas Brainstorm

  • Create a mind map of all the ways to implement cultural change in your organisation
    • Performance metric tracking
    • Coaching for key leaders
    • Establish Servant Leadership team

Generate Pilot and Gather Feedback

  • Explore options for content
  • Partner with internal or external parties to craft strategy and implementation
  • Identify sponsors for a training pilot
  • Gather feedback by conducting interviews, observing leaders, focus groups

Now Develop and Evaluate

  • Build a coaching program
  • Solidify Servant Leadership team
  • Implement leadership training
  • Evaluate via ROI studies, 360 feedback, collect and publish internal case studies
Mindset 2: Coaching

Creating a safe environment for employees to be fully engaged to inspire innovation and courage at all levels.

This includes coaching skills for leaders, skills coaching, and executive coaching provided by internal and external coaches.

Madeleine and Shana asked for input on a Coaching Culture Poll:

There are four key steps for implementing a coaching culture:

Define – What do you mean when you use the word Coaching in your organisation?  Ensure everyone is using the same language.

Mindset – A service mindset is critical for any coaching scenario.

Skillset – involves active listening, enquiring to learn, with an umbrella skill of self-regulation to manage natural tendencies that allows us to listen, empathise, and ask the best questions.

Process – Requires a valid, trusted and tested process that works in any coaching scenario.  This is important as it helps new staff members/leaders to refer to, to identify when coaching goes well, or not.

We have found that when leaders receive coaching, they are much more likely to be interested in doing it for others.  Madeleine Homan-Blanchard

Mindset 3 – Servant Leadership

All change led by leaders who have internalized servant leadership as a mindset and approach.  Empowers the people who make it come alive for the employees, clients and community.  Ken Blanchard has been associated with Servant Leadership for a long time, as have the likes of Simon Sinek and Brene Brown.

Another poll was introduced, asking what’s happening in attendees organisation at the moment in the Servant Leadership space:

Key Outcomes:  

In this particular case study, after 3 years,

  • 90% of coaching clients were still with the organisation
  • 62% agreed or strongly agreed that coaching had contributed to their ability to advance in their organisation, and
  • 4% of coaching clients have been promoted or expanded their role within the organisation

Register to view the webinar and you will receive a free interactive PDF handout “Evolving Culture one Conversation at a Time”.  As you watch the webinar, you can take notes on the ideas that resonate with you, that you think will work in your organization’s culture, and your own ideas that get sparked by the stories you hear.

If you’d like to learn more, you can book a 15-minute chat with us or email us at service@blanchard.co.nz.