High performance organizations leverage coaching to enhance and develop teams.

High performance organizations leverage advantages in both financial and non-financial work performance.

Much has been written about High Performance Organizations (HPOs). The high performance organization represents a conceptual and scientifically validated framework today’s leaders can utilize to strengthen their organizations. HPOs consistently perform better on both financial and non-financial business factors, significantly outperforming their competitors on both results and maintenance of results over time.

There is another competitive advantage high performance organizations have over their lower performing peers. They are much more likely to embrace a coaching culture. HPOs that leverage a coaching culture create an agile and resilient workforce with the ability to adapt to contemporary business challenges. Today’s business landscapes move quickly. We must develop leaders and teams that are empowered and capable of adapting to ongoing change.

What is a coaching culture?

A coaching culture has at least five of the following six factors:

  1. Employees value coaching.
  2. Senior executives value coaching.
  3. Managers, leaders and internal coaches receive coach training from accredited coach training organizations.
  4. Coaching is solidly embedded into the organization, including coaching having its own budget line item.
  5. Employees have an opportunity to access coaching.
  6. The organization utilizes all three modalities of coaching including external coaching, internal coaching, and leaders implementing coaching skills to enhance their leadership styles.

Companies with strong coaching cultures are more than twice as likely to be high performing organizations. Developing a coaching culture makes great sense.

Written by: Terry Hoffmann

Terry Hoffmann specializes in partnering with organizations to create, deliver, and enhance their coaching programs. She coaches physicians, executives, and teams to drive profitability, foster loyalty, enhance provider and staff engagement and satisfaction, and create high performance work cultures. Terry's educational background includes a Graduate Certificate in Executive and Professional Coaching from the University of Texas at Dallas Naveen Jindal School of Management, Master's degree in counseling psychology from the University of North Florida and a Bachelor's of Science in psychology from Colorado State University. She holds a Professional Certified Coach (PCC) credential through the International Coach Federation and a Board Certified Coach (BCC) through the Center for Credentialing and Education.