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4 Coach Culture So, with

4 Coach Culture So, with that information, why don’t more companies build a coaching culture? The top three factors cited for not implementing a coaching culture are: • a lack of time • inability to measure return on investment (ROI) • funding

Introduction 5 In this book, we’ll cover The What, The Why, The Options and The How of building a coaching culture. We’ll demonstrate that creating a coaching culture will save you and your leaders time, increase your employee engagement (productivity, profitability, and employee retention) and that the savings from these results alone will fund the coaching program. And for those of you who want more proof? We’ll review an alternative to measuring ROI, with return on expectation (ROE). TURNOVER The turnover problem was especially fierce, and it was easy to see why. The average Joe’s day was not fun. First, he gets up with dread. He knows he’s going to work, where one of two things will happen: either he’ll enter into an ongoing battle to have his ideas heard—which is exhausting—or he will give up. He’s not even going to submit his ideas anymore. He’s checked out, but he’s still collecting his paycheck. Joe’s problem is not isolated to him. Collectively, this looks like a high turnover rate. With one such company, their turnover was at 13%, until they implemented a coaching culture. With a coaching culture, ideas are heard, curiosity and exploring are encouraged. Teams move from “I” to “We.” When employees start checking out, or productivity slips, instead of avoiding it, leaders step in and ask how things are going—is everything ok at home? What can I do to encourage your innovation? When the leaders at Joe’s company experienced coaching for themselves, they saw the benefits and made the determination to expand the program to every employee. The whole organization was trained in coaching