Many of us across the Open Door Coaching Alumni are involved in introducing coaching into teams, business units and into our organisations with the view of creating a culture of coaching in the organisation. Furthermore, a best practice approach is being adopted that is based on the Coaching Culture Framework, designed by Open Door. Part of that Framework is to design what we call the ‘organisational artefacts’.
What are organisational artefacts?
Organisational artefacts are featured in our Diploma of Organisational Coaching (10836NAT). They include documents, processes and procedures that support the implementation of coaching from a strategic perspective. They provide the evidence of a coaching culture within an organisation. For example: job descriptions, a web page on the intranet and even posters.
Supporting the implementation of coaching
Importantly, there is a wide range of organisational artefacts that support the implementation of coaching in the team, business unit or organisation. These include:
- Job advertisements
- Job descriptions
- Recruitment and selection procedures
- Key performance indicators
- Rewards and recognition programs
- Organisational charts
- Internal webpages (intranet)
- Other coaching tools
On the Coaching Café you can listen to participants from the Alumni share their experience also. We also provide some actual examples from clients.
Creating coaching tools
One of the best parts of implementation is being creative. Creating tools, newsletters and webpages really bring the coaching to life. Furthermore, they provide the support structures to remind people about coaching. Especially when our aim is to being doing coaching on a day-to-day basis.
We like producing laminated pages with all the coaching tools. For example include these in the Certificate IV in Workplace and Business Coaching (10835NAT). The tools are handy and can be pulled out whenever a coaching opportunity presents. Until you become confident.
Newsletters are also a great way to connect your coaching Alumni. Importantly, many organisations also have internal webpages featuring coaches and coaching resources. Illustrated by this example from Air Force.
Best practice implementation
Any resources that you design will support the implementation of coaching. A well laid out paid to distribute resources will make a difference. And provide the evidence that coaching is alive and well the organisation. Furthermore, this is best practice to implement a variety of these organisational artefacts. Especially when the overall goal is the implementation of a coaching culture.
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I have confidence in my ability to coach others. My skills have grown significantly and I am so much more conscious of not responding to my team with solutions with a great toolkit to support me. This coaching course has changed my behaviour significantly and positively in my life. Where once I loved solving others problems I now love seeing others solve their own problems.
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Since starting the program, my work role has not changed, but I have developed as a leader in my ability to develop myself and others. I developed an ability to detect “below the line” thinking, and to develop narrative to move above the line. My listening and questioning skills have grown, and my ability to detect opportunities for growth in self and others.
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I have grown in confidence and started the journey of becoming a coach. The course provided me with some excellent theory and practical components which have worked together well in helping me along the journey. I now have greater confidence and much better listening skills. I’ve learnt what active listening actually means. The higher level of confidence has allowed me to develop my coaching skills at a faster than expected rate.
My approach to all personal and professional discussions and my confidence has grown with what I have learnt from the program. I truely believe this program has changed my approach to all I do. I believe I have enhanced my communication and how to read and interact with different personalities types, listening with purpose and communicating with intent to learn and grow others.
I can see the benefits and knowledge and skills in coaching and can see its benefits in self coaching, one on one coaching and team coaching as well as in everyday conversations and conflict resolution. The face to face program and online program is excellent. I have completed various vocational and post graduate study courses and this is the best so far. Natalie Ashdown is an inspirational coach and trainer. Her teaching methods are engaging and very effective. Brigitte Calvert always completes assessment reviews speedily and the feedback was excellent and assisted in the learning process.
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I’ve learned a lot about myself and how to conduct conversations and am now confident to be able to perform a coaching session and have enjoyed a new sense of learning since commencing the course.
The program enabled me to reflect upon and identify HOW I coach. Throughout the assignment work I revisited my other training guides and has reinforced what I already knew, and also refreshed my knowledge of my coach training. I have a greater awareness of the theory and techniques that I use in my coaching practice each day . My coaching is much more effective as I am spending more time on the issues below the surface which is providing greater value and benefit to my clients.
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I’ve definitely grown personally as I’ve learnt new communication skills. I’ve started employing those skills in everyday work situations. I’m leading the way for my unit in adopting a coaching culture.
The way I view things has changed from trying to provide answers to helping people find their own answers. I have improved my listening skills and allow space for other’s answers.