Received Aug 27; Accepted Dec
Using Coaching to Impact Organizational Culture CEOs and leadership teams are charged with the management of people in complex organizations.
Great leaders create a culture in their companies that drives the results they want to achieve. It is the leader of an organization who is in the best position to influence culture change. No one person, however, can change an entire culture. Influencing culture requires obtaining the trust and enhancing the motivation and capabilities of those who follow.
The leader has the potential to create the setting that becomes a powerful source of identification and commitment for employees Schein, Coaching can help leaders achieve this.
The attitudes, assumptions and beliefs that guide a companys characteristic way of doing business define a companys culture. Organizational culture can be a major factor in a companys success or failure over time.
Cultural characteristics and principles may be obvious or not so obvious. Sometimes they are the least obvious to those who are embedded within the companys way of doing and perceiving things. Also, culture in large institutions is complex because there may be sub-cultures that operate in different parts of the company.
On an individual level, it is not always apparent to leaders how their own behavior or that of their managers models, teaches, and reinforces the company culture. In coaching, it is often necessary to assess and change the companys culture over time so that business goals can be achieved and high performance reinforced at every level.
The CEO may request a coach to help design a plan for culture change, define key characteristics of the desired future culture, and solve problems related to the barriers and resistance to change.
Cultural change is also facilitated by coaching key managers in other areas of the organization, particularly in large and complex corporations.
Coaching for culture change at multiple levels should be coordinated at the level of top leadership and very tightly linked to strategy. In other situations, coaching may occur at a department or sub-unit level to bring its culture into alignment with the overall culture of the company. An important benefit of coaching is the increased effectiveness of leaders to coach those who look to them for mentoring.
A companys culture impacts bottom line financial outcomes and in some cases is cited as the key factor determining the failure of a merger. A few examples of coaching leaders to promote culture change include: In other words, executive coaching can play a powerful role in changing organizational culture.Examining Types of Organization Culture and Leadership Essay Organization civilization is the aggregation of traditional values, policies, beliefs and attitudes that the constitute a permeant context for everything we do and believe in an organisation.
By examining different definitions of organisational culture through the spectrum of change and resistance to change, I have synthesised out five major factors affecting organisational culture: history, people, artifacts, environment and management.
culture, subculture, leadership style and job satisfaction in organizational change and development”, leadership and organizational Development, 20(7), .
Organizational Culture and Leadership is the classic reference for managers and students seeking a deeper understanding of the inter-relationship of organizational culture dynamics and leadership. Author Edgar Schein is the 'father' of organizational culture, world-renowned for his expertise and research in the field; in this book, he analyzes Reviews: This is because intangible assets such as leadership styles, culture, skill and competence, and motivation are seen increasingly as key sources of strength in those firms that can combine people and processes and organizational performance (Purcell et al., ).
Leaders, Values, and Organizational Climate: Examining Leadership Strategies for Establishing an Organizational Climate Regarding Ethics Michael barnweddingvt.comn processes which result in similar types of people being attracted to, selected by, and retained by organizations (Schneider, ), and (c) organi- the culture of an organization.