In the 14 years I ran my previous firm, I spent much of my time with innovative change initiatives, management development programs and process improvement projects. I came to appreciate the complexities of human relationships and organizational dynamics. I came to see the distinct value of creating clear structures for engagement, sensing the whole systems at play, and remaining fully human through it all.

Through the Center, we help clients weave together the necessary pieces, often scattered across the land, to create a sustainable coaching culture in which people can be at their best and make their highest contribution. We neither shy away from the magnitude of the work to be done or from the need to pace the people who must do it. We work with clients to create a usable map and become intimate with the territory itself. We take a pragmatically appreciative approach in helping clients make real progress on what they want to achieve.

Four core elements for a coaching culture

We work with clients who want to align and leverage their coaching investments in order to shift their culture, instill best practices, and achieve better results. Through our research and client experience, we have identified four elements that are essential in creating integrated approaches to coaching and cultures. These four reflect the ancient wisdom of the “four directions” and the “four archetypes” which continue to speak today to what is required for healthy organizations. They are represented in both our Situation-Based Coaching™ Model and our Integrated Development Pipelines™ Model at the heart of our work with organizations in developing coaching cultures, strategies and performance.

Person: Clear purpose, aligned values, relevant capabilities, effective behaviors, and full engagement—talent management
We offer workshops and coaching to support development in this area.

Position: Clear roles, meaningful rewards, conducive processes, optimal flow, and full fitness—performance management
We help clients align their human capital processes, team expectations and performance support.

Power*: Clear strategies, healthy culture, coordinated objectives, empowered service, and full results—organizational management
We draw on our change management expertise to help clients find a better path to the results they require.

Profit**: Clear mission, compelling vision, sufficient resources, sustainable execution, and full stewardship—executive management
We draw on our organizational development expertise to help clients effectively harness their power so they can succeed over the long haul.

* I mean “power” in the sense of power with others to accomplish what is important on behalf of the collective not power over others on behalf of a few. People and organizations need to be able to exercise power in order to accomplish their aims. This power can be expressed through a variety of ways, e.g., politically, structurally, relationally, symbolically and, in doing so, engage the mind, body, heart, and soul of people for the greater good.

** I mean “profit” in the best sense of the word in that every organization must generate a surplus of whatever it values—be it money, goodwill, volunteers or whatever—to be able to reinvest it for the sake of its mission. I also believe that profit should be seen in the long view and on behalf of multiple stakeholders not just in the short view and on behalf of shareholders.

Each of these four domains is essential for creating sustainable, enriching and productive coaching cultures. As you read this over, where does your organization shine? Where could you use some expert consultation?

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Click to see some of the clients with whom we’ve consulted and a sample of the projects we’ve done for them.

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