We know it’s difficult — for many reasons — but knowing what a coaching culture looks and feels like is a good starting point for initiating change. Sometimes, simple interventions can have a big impact. For example, encouraging every team to have a conversation together about the following questions:
- What would it be like, if:
- Everyone were able to be their authentic self, all the time at work?
- Taking initiative and coming up with bright ideas was welcomed, rewarded and valued?
- You felt truly listened to?
- You felt you were growing in your job role?
- Challenging assumptions was encouraged and appreciated?
- Everyone felt they could ask for feedback from colleagues and know that it would be helpful and supportive?
- What would have to change, to make these the everyday norm in this organisation?
It doesn’t take much effort to ask teams across an organisation to share their thoughts on these questions. The aggregated data provide a remarkably accurate perspective on portress towards a coaching culture and where remedial effort is most needed.
You are welcome try it out — and please let us know how it works out!
If you want to go deeper, you can also take our short benchmark survey to compare against global good practice.
© David Clutterbuck 2025