Coaching leads cultures

Organisations are becoming increasingly diverse – why aren’t our skillsets? 

The Australian workforce is becoming increasingly diverse. In 2024, it represents an ecosystem comprising various ages, capabilities, geographic locations and cultures. While we have made positive progress from a diversity and inclusion perspective, our skillsets are not keeping pace.

Managers are tasked not only with adopting the recent wave of new technological advancements but also with broadening their understanding of how to manage an evolving workforce.

Coaching equips managers with the skills to nurture teams and strategies amid changing workforce dynamics.

High performing teams embrace coaching frameworks 

Utilising a coaching framework sets the foundation to enhance communication and build stronger relationships between managers and their diverse teams.

These positive relationships catalyse high performing teams. Effective coaching involves active listening, asking open-ended questions and providing constructive feedback. Through these techniques, managers can better understand their team’s needs, aspirations and challenges. This improved communication fosters trust, openness and mutual respect, creating a positive work environment where people feel valued and supported. Consequently, people are more likely to collaborate, share knowledge and contribute innovative ideas, leading to improved team dynamics and organisational performance (Stober & Grant, 2015).

Further, by utilising coaching techniques, managers can effectively address performance issues before they become detrimental. A coaching framework encourages feedback loops, which help ensure that performance is evaluated and adjustments made before it is too late.

Managers that embrace coaching frameworks also empower team members to take ownership and accountability autonomously. When managers act as coaches, they guide team members to find their own solutions and take responsibility for their actions. This approach increases employee engagement, motivation, and job satisfaction. As people become more self-reliant and confident in their abilities, they are likely to take on more challenges and contribute to the organisation's success (Grant & Hartley, 2013).

Coaching: the key to competency and achieving objectives 

Coaching focuses on development rather than punitive measures, fostering workforce improvements and increased competency instead of damaging morale. Rather than resorting to traditional disciplinary measures, managers can use coaching techniques to understand the underlying causes of performance gaps and work collaboratively with team members to create action plans for improvement. By focusing on development, managers can inspire their teams to reach their full potential and overcome challenges. This approach not only increases individual performance but also strengthens overall organisational competency (Sonesh et al., 2015).

Further, managers who act as coaches can strategically champion organisational strategies and help 'live' the vision and objectives of leadership by guiding their respective team members with whom they have built rapport. 

Marisa Dantanarayana, a Swinburne Edge Facilitator, has been an executive coach and facilitator since 2002 and has helped leading global companies Fujitsu and NCR achieve ambitious revenue targets. Marisa has witnessed firsthand the intersection of individual executive coaching with enabling broader cultural and behavioural change. She views coaching frameworks as a mechanism for organisational transformation.  

“The locus of change resides within the people in an organisation. Often, there is a significant difference between knowing what to do and actually doing it. Using situational leadership and a coaching approach can guide organisations through the journey necessary to evoke change, which often entails moving beyond behavioural awareness and insights to address underlying purposes, values, and beliefs. This approach facilitates greater adherence and enables sustainable change,” Dantanarayana said. 

Ultimately, coaching not only improves individual performance but also strengthens organisational competency and culture, which are foundational to attracting and retaining great talent.

Swinburne Edge offers a range of masterclasses and short courses on coaching, such as our Live Online Masterclass: Leader as Coach, as well as our Executive Coaching Program. Contact Swinburne Edge to learn more.