Table of Contents
Introduction
Often, coaching never properly establishes itself in organisations. It remains a “side salad”. It’s something that’s nice to have, but not essential. It’s something that’s done when there’s time, but not prioritised. It’s something that’s talked about, but not really embedded.
Key points
- Coaching is often sidelined—seen as “nice to have,” not essential.
- A strong coaching culture boosts engagement, job satisfaction, and performance.
- To make coaching core: leaders must commit, prioritise time, build coaching skills, and be held accountable.
The value of coaching for team members and organisations
A strong coaching culture is an effective way to support team members in developing new skills, improving time management, and enhancing communication skills.
When organisations invest in workplace coaching, they see a positive impact on employee engagement, job satisfaction, and overall employee performance. Leadership development through coaching also helps leaders build emotional intelligence and refine their leadership style, which are essential for successful organisations.
The “side salad”
“Just a coaching side salad?” Coaching is often seen as a side salad because it’s not seen as essential. It’s something that’s nice to have, but not essential. It’s something that’s done when there’s time, but not prioritised. It’s something that’s talked about, but not really embedded.
Building a coaching mindset
To move beyond the “side salad” approach, organisations need to foster a coaching mindset among their leaders and team members. Open communication and regular coaching sessions are essential for integrating coaching into daily routines. Employee coaching should be prioritised as a core part of leadership development, helping team members grow and thrive in their roles.
The main course
Coaching needs to be the main course. It needs to be prioritised. It needs to be embedded. It needs to be something that’s done all the time, not just when there’s time. It needs to be something that’s talked about, but also done.
Leadership skills and coaching sessions
When coaching becomes the main course, leaders are empowered to develop their leadership skills and support their teams more effectively. Coaching sessions provide opportunities for team members to learn new skills, improve time management, and build stronger communication skills. This approach leads to higher employee engagement and job satisfaction, resulting in a positive impact throughout the organisation.
The recipe
So, what’s the recipe for making coaching the main course? Here are some ingredients:
- Leadership commitment: Leaders need to be committed to coaching. They need to see it as essential, not optional.
- Time: Coaching takes time. It needs to be prioritised.
- Skills: Leaders need to possess the skills to coach effectively. They need to be trained in coaching.
- Accountability: Leaders must be held accountable for their coaching. It needs to be part of their role.
Creating a strong coaching culture
A strong coaching culture is built on open communication, regular coaching sessions, and a commitment to leadership development. By focusing on employee coaching and supporting team members in their growth, organisations can achieve higher employee performance and foster a more successful organisation. Leadership style, emotional intelligence, and a coaching mindset all contribute to a workplace where team members feel valued and engaged.
The result
When coaching is the main course, it becomes part of the culture. It becomes something that’s done all the time, not just when there’s time. It becomes something that’s talked about, but also done. It becomes something that’s essential, not optional.
Want to find out more about how to bring it meaningfully into your organisation? Download my expert guide on establishing a coaching culture.
Conclusion: The positive impact of coaching
The positive impact of a coaching culture is clear. Team members are more engaged, leaders develop stronger leadership skills, and organisations see improved employee performance and job satisfaction. By embedding coaching into the fabric of the workplace, organisations create an environment where everyone can thrive and succeed.
Ready to make coaching the main course in your organisation?
Abintus helps you embed a true coaching culture—empowering leaders, engaging teams, and driving real results. Don’t let coaching remain a “side salad.”
Contact Abintus today and transform your workplace into a thriving, high-performing environment where coaching is essential, not optional.
Meet author & Abintus coaching trainer, Nick
Nick is a qualified coach through the Chartered Institute of Personnel Development (CIPD) and the European Mentoring and Coaching Council (EMCC) and a Qualified Organisational Coach Supervisor through Oxford School of Coaching and Mentoring.
Nick has trained over 250 people in coaching and mentoring skills and supervised over 80 more through their EMCC or Institute of Leadership and Management (ILM) coaching qualifications.
As well as a degree in education, Nick has received development via ILM and Henley Business School. He continues to assess and internally verify qualification work for ILM.
He is an active member of the EMCC, where he has served as a liaison partner for large organisations and delivered ongoing professional development to support members’ growth and expertise.
Nick is a Certified DiSC Trainer and uses DiSC to help clients and teams understand their behaviour styles and how to develop them to improve team and individual relationships.
Nick is also the author of ‘Great Coaching Questions’, which combines Nick’s vast experience as a coach, coach and mentor trainer, his work with organisational leaders, managers and coaches and involvement with leadership and coaching qualifications.
