Organizational coaching
aims to transform organizations through their employees to help them expand their potential and achieve the results desired by the company. Put like that, it sounds very easy. We decide we want to change the internal organization of a company, we make four changes, and voilà! But no, the reality is much more complex, as is almost always the case with important things. Let’s review the characteristics of this discipline that is helping many large (and not so large) companies address their problems and focus on solving them to reach new heights of dynamism and happiness at work.
What exactly is Organizational Coaching?
First of all, as we said at the beginning, organizational coaching focuses on transforming companies internally through their employees. In this first phase, the coach or coaches focus on observing teams and dynamics to determine the main problems in the organizational structure, whether at the individual level or between work teams.
On the other hand, they also analyze the behavior of the management team
and help them understand realities that they sometimes fail to see. In many cases, part of the problem lies in the fact that the day-to-day life of the employee does not coincide with that of the senior management, generating discrepancies and toxic resentment that hinder the smooth running of the company. The coach provides them with the appropriate information and training so that they can develop each competency, reflect consistently, change negative habits, and reinforce their role as leaders.
Benefits of Organizational Coaching
Micro changes
This transformation process is based on the idea that when an individual changes within the organization, it impacts their surroundings, setting in motion micro changes that translate to the macro level. We could draw a parallel with the butterfly effect, in which a small individual change can affect much higher levels.
Leadership
The
organizational coach
works hand in hand with managers to help them develop their leadership through strategies that allow them to exercise it in a conscious, assertive, and collaborative manner. They also provide training in identifying talent and the ability to delegate and assign tasks.
Communication
One of the major problems affecting companies is the lack of fluidity and interdepartmental communication. This is undoubtedly one of the problems that this type of coaching focuses on solving. Defining competencies by department and establishing appropriate lines of communication helps companies to be more effective and aligned in their objectives.
Organizational climate
Why do toxic companies exist? That should be the question to answer when it comes to
organizational coaching. Professionals in this field focus on cleaning up the work environment, establishing objective tasks that reduce working hours as much as possible, and aligning the personal values of the staff with those of the company.
People or the new HR
Human Resources departments are responsible for bringing these types of initiatives to the business world. Aware that the competitiveness of companies depends largely on their employees being happy and committed to the team, they have gradually changed their rather passive role within organizations to an active role in effectively transforming the lives of employees.
For companies such as Frutality, it has been vital for these teams to develop strategies to retain talent and promote happiness. Small changes, such as having fresh fruit in the office, have allowed companies to reinforce their commitment to their employees by creating a more proactive, less toxic work environment with a very important underlying message: “We care about you.“ Employees know this, they feel it, and as a result, they work in a much more relaxed atmosphere.
