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An organisation that has poor culture will experience go slow among employees, high turnover, poor interpersonal communication and unending conflicts at the workplace. This calls for a good coaching plan that can improve organizational culture.
Culture determines what needs to happen and under what context. This is because the individual will assess the cultural behaviors of the organisation. Here one looks at what needs to be changed and to what extent. The individual will also identify the subjects in the cultural behavior and come up with a coaching program for them. In addition, culture enables mutual respect and trust where an individual is able to share about subjects such as satisfaction and dissatisfaction at work. In line with this, the individual will also look at different strategies of cultural change (Doltich & Cairo, 1999). Here it is important to keep organizational goals in mind and known what is expected during the process.
Coaching also involves collecting and communicating feedback. This is important, as it will assess how the current culture affects the individual at work. Feedback will also asses if the cultural change will improve employee performance and employee relations. Whatever is found should be translated to action. The employee will determine what needs to be done and how it should be done. For example, if the employee complained of the use of ethnic language in the office, this should be the first area of action. The organisation will also be helpful by supporting the employee during the coaching processes. This can include organisation for sports games among employees, social functions like dinner where they can get to know each other or simply having a group debriefing session every week (Doltich & Cairo, 1999).
Lastly, the employee will need to reflect on the actions taken to influence organisation culture. This review is done after a particular period. This will enable the individual to assess whether the action is working not. One can also conduct a self-assessment on how cultural coaching process has been able to impact on performance.
In conclusion, organisation culture can affect individuals coaching plan in the ways discussed. Coaching thus is a very important aspect of human resources management and organisations that implement coaching realize high employee performance and low turnover.
Doltich, D. L. & Cairo, P. C., 1999. Action coaching:. Sansom Street; San francisco California: Jossey-Bass Inc. .
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