When senior employees work closely with their subordinates, they pass on valuable institutional knowledge, provide feedback and allow ideas to percolate throughout the organization. A coaching culture connects leaders with the people under them, increasing employee engagement and retention. A mentorship and coaching culture encourages collaboration, improves creativity and clarifies expectations.
To learn more, check out the infographic below, created by Rider University’s online Master of Arts in Organizational Leadership.
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Why a Mentorship and Coaching Culture Is Necessary
As the way organizations operate continues to evolve, it’s important to focus on how feedback and communication can be used to drive improvement and growth.
The Limitations of Annual Reviews
Since feedback is usually limited to a single conversation and often given as a general assessment of an employee’s overall performance, effecting change in the workplace can be difficult. Infrequent performance assessments may not address the reasons for an employee’s struggle, hindering an organization’s ability to improve its processes. An annual review can make feedback a source of stress, rather than a normal part of an organization’s workflow.
The Need for Personal Connection
Employees feel valued when a manager invests time in them, pushing them to improve and validating their successes. A collaborative working style allows employees to work together to achieve their goals, often ending with a better product. By normalizing receiving and implementing feedback, it becomes easier for employees to continually improve and grow, without taking the critique personally.
The Ability to Self-Evaluate
An integrated feedback process allows managers to recognize weaknesses in the organization and find solutions. Employees can recognize areas where they struggle and work to improve. Open communication between employees and coaches or mentors raises the level of performance across an entire organization, pushing everyone to improve and learn through constant feedback.
How Mentorships and Coaching Can Benefit an Organization
While mentorships and coaching operate similarly, they are not quite the same. Mentorships focus on the growth and development of the mentee, but a mentor usually doesn’t get involved with the mentee’s daily work. Coaching typically is a short-term process meant to target specific issues and immediately implement solutions.
Benefits of a Collaborative Culture
Collaborative cultures have many benefits. They lead to increased productivity and improved creativity. Integrating feedback and critique into an organization’s culture leads to well-developed people and performances. It also fosters employee engagement.
Benefits of a Mentorship Culture
A mentorship culture creates a well-rounded, skilled workforce through cross-organizational knowledge sharing. Linking together employees of differing experience levels helps broaden employee perspectives. This knowledge and experience sharing helps enhance employees’ professional development.
Benefits of a Coaching Culture
The benefits of a coaching culture include increasing the overall quality of an organization’s work. By enhancing management’s capability to lead, the entire organization improves. As feedback and critique becomes normalized, business performance improves as well. A coaching culture also strengthens manager-employee relationships.
Implementing a Collaborative Culture
Effective collaborative programs allow input from employees. Encouraging mentors and mentees to choose each other creates a more productive environment and increases employee engagement. Setting clear expectations for both employees and their mentors allows both sides to understand how they can improve and grow together.
Types of Mentors
Peer mentors, career mentors and life mentors provide unique benefits and different perspectives. Peer mentors are employees of the same level who work together to share their skills. Career mentors are professionals who have experience in the field and can pass their skills down to their juniors. Life mentors take a more holistic approach to the mentorship, looking beyond the employee’s role within the organization.
Types of Coaches
Internal coaches are hired from within the organization. They encourage communication and provide feedback that is specific to the organization. External coaches are hired from outside. These coaches have an objective view of the organization’s structure.
How to Encourage a Coaching Culture
Organizations can invest in supporting managers to develop coaching and leadership skills. This allows managers to get better at handling routine problems. Other ways to encourage a coaching culture include surveying employees to drive the coaching strategy, making employees feel that their opinions are heard and valued; encouraging potential mentor-mentee relationships; and incorporating coaching elements into an organization’s normal culture.
A Mentorship and Coaching Culture Improves an Organization
A mentorship and coaching culture increases an organization’s productivity and improves employee performance. By normalizing feedback and growth, an organization can support its managers and employees, strengthening cooperation and communication. Evaluating your organization will create a better, more productive and successful work environment.