¿Cómo puedes mejorar la cultura de aprendizaje a partir de los resultados del coaching?

I disagree that true learning culture can be derived from goal setting. Our entire education system is built on passing exams and achieving certain grades, but it doesn't prepare us to learn from life experiences. Similarly, in organisational setting, external goals can contribute greatly to external success measures, but it fails to inspire intrinsic motivation and purposeful, intentional growth on individual level. Creating true learning culture requires alignment between organisational goals and individual purpose. When we're working on meaningful, purposeful projects that are aligned with our personal values, we take full ownership of the process, we're naturally curious, inspired, and motivated, which fuels learning and growth.

The article seems to mix up two distinct concepts: learning culture & coaching outcomes. Let me clarify the difference. - Learning culture: This is a term that describes a team where learning is a regular & expected activity. Everyone in the team is encouraged to share their knowledge, learn from each other, & adopt best practices. - Coaching outcomes: This is a term that refers to a specific approach to achieve development goals. It may be part of a learning culture, but it is not the same thing. In summary, we can use coaching as one of the tools to foster a learning culture. For example, we can implement on-the-job coaching, reverse mentoring, team member coaching, and peer coaching, which will contribute to develop a learning culture.

I would add that it’s important to begin (before setting goals) with the higher purpose. Why do you want a learning culture? How does this align with the organizational mission?

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Learning culture in a company needs to start small and focus within a group. I think it will be good to start in the top management, then management team etc.

Give people permission to provide feedback. And ask for permission before giving feedback. Not only does this put everyone in the right mindset and on the same page, but it empowers people rather than boarding them.

This is a great way to help a student or coachee find their path. I find that many students do not know or forget why they are attending class. I like to visit the student "Why," as Simon Sinek would suggest. When a student or anyone finds or is reminded of their "Why," they tend to get energized and rejuvenated to do what they are there for.

Culture is, essentially, what people do - especially when they think no one is looking!! Encouraging open feedback, plus a review of actions, is a simple but effective way of ‘measuring’ outcomes. To get a truly independent view of Culture, survey all the staff about their alignment to Mission and Values, in particular.

To cultivate a thriving learning environment, we can go beyond the usual tools like surveys and self-assessments. Think of peer reviews, one-on-one chats, or group discussions, which bring diverse insights. Add mentorship and coaching, where personal growth takes center stage. Then there are learning analytics and performance stats to gauge progress. Don't forget feedback forms and fun elements like gamification. These tools, when mixed smartly, offer a complete picture of our learning culture and how it shapes our growth. In this atmosphere, feedback and reflection are the sparks that keep us evolving, adapting, and thriving, both as individuals and as a whole organization.

Honesty, transparency and acceptance are key! People who feel safe to speak out, share ideas, make mistakes, ask questions, will feel more psychologically safe and will therefore be more open minded to a growth or learning culture without fear of accusation or finger pointing.

I’m a fan of the 2 Takeaways approach. For every learning situation, look for 2 actionable takeaways, and put them on your todo list or a dedicated spot in your notes/journal. Then schedule a recurring time on your calendar to review this list and take action on these items.

Learning improves with the use of having to teach what you have learned to your team, clients or someone that can benefit from your learning. It drastically improves your grasp of what you have learned by showing someone. For neurodivergent individuals this is a great help as many learn by seeing and then doing as opposed to just having the theory dumped on them as theory. This won’t always make logical sense if they don’t see the implementation and outcome clearly.

To harness the power of coaching outcomes and create a culture of growth mindset, innovation & continuous learning: A) Storyboards: Encourage employees to share their coaching experiences and the insights gained. Storytelling humanizes the learning process and inspires others. B) Facilitate peer-to-peer learning sessions C) Leaders, lead by example, openly discussing their coaching journeys and how they've adapted strategies. D) Create Learning Circles: Establish learning circles where small groups come together to discuss their coaching experiences and brainstorm innovative solutions.

Consider forming or becoming part of communities of practice within your organization. These are groups of individuals who share your interests or goals and are eager to collaborate and exchange knowledge. It's like a knowledge-sharing club! By actively engaging and sharing your coaching insights within these communities, you not only apply what you've learned but also help everyone grow together. It's a win-win for personal development and collective improvement.

Compartir hábitos, aprendizajes o métodos son fundamentales. Generar de esta forma una cultura de cooperación🤝 que busca el crecimiento💡 constante. Poniendo en práctica metodologías de coaching, analizando puntos de mejora y logros🥇 ✔️Siendo esto último un caso de éxito

Accountability is essential, but so is celebration. We rarely take time to revel in the joy of our successes. Be mindful of doing so. Every goal reached is an opportunity to celebrate. Don’t miss them.

In my experience, we as humans don't celebrate the things that work nearly enough. That is why at the beginning of everyone of my private coaching calls we take a few minutes to sit in the celebrations. When we highlight the moments of accomplishment, clients are more likely to see a way forward, past an obstacle that was holding them back. It is amazing to see the difference celebrating a past victory makes in clearing a path forward.

When you make a habit of looking back and celebrating your achievements, you're actually helping create a workplace culture where everyone feels accountable for their actions, appreciated for their efforts, and motivated to keep pushing forward.

Así como debemos festejar 🎉 y premiar🎁 los logros. Tenemos que darnos seguimiento y revisar 📝 el progreso de los objetivos 🎯 Este último nos da la pauta de saber si vamos subiendo⬆️ el progreso o necesitamos corregir y modificar acciones, siempre enfocadas en nuestro principal objetivo 🎯 Todo el largo camino del proceso nos enseña constantemente📉

Actually… whilst outcomes are important .. research ( the latest ) shows that one needs to reward the efforts intentionally along the way . ( Dopamine ) This is more sustainable.

L&D should be a long term strategy with a 'Forever Approach' by both business and employees. Clear career pathways and learning pathways in place to ensure everyone understands the journey

Learning from coaching outcomes is an ongoing process. Regular check-ins with mentors, knowledge-sharing platforms, and innovation labs within the organization promote continuous growth. Additionally, learning and growth KPIs hold both individuals and the organization accountable, while external learning opportunities expand horizons and keep everyone informed about the latest trends. Encouraging reverse mentoring relationships where younger or less experienced employees mentor senior staff, facilitates the transfer of up-to-date knowledge and skills while promoting a culture of mutual learning and adaptability.

A Successful coaching journey is one that not just gets you to achieve your goals, but one that inspires you in doing so. The high one gets from success brings about an excitement and therefore a desire to continue to advance grow and achieve. Nothing succeeds like success. It is the enthusiasm and confidence that you leave the client with

The first principle, which managers and leaders need is to set clear goals for the coaching process. Without clear goals, it's difficult to measure the effectiveness of the coaching and to know whether the learning culture is being improved. It's also important to make sure that the goals are SMART. The next step is to create a plan for how the coaching will be carried out. This plan should include things like the frequency and duration of the coaching sessions, the topics that will be covered, and the methods that will be used. It's also important to consider the strengths and weaknesses of the coachee, and to tailor the plan accordingly.

Coaching is about bringing out the best in others. Rather than a finite game, learning, coaching, and culture are all infinite games (thanks, Simon Sinek). We need to focus on continual improvement instead of becoming dogmatic about the learning goals.

Coaching and training are two sides of the same coin, yet they offer unique perspectives on learning. Learning from coaching outcomes is distinct because: a) coaching aims for personal profound insights b)coaching works on real time feedback and accountability c) coaching encourages self-reflection & self-awareness and finding the solutions from within. Coaching delves into the "why" behind actions, while training often focuses on the "what" and "how." By weaving coaching learnings into the fabric of your organization, you're not only improving individual performance but also cultivating a collective culture of growth mindset and continuous learning.

Learning and sharing needs to be intentional . Our brains stop growing at 25 unless we embark on a growth mindset . It is up to us alone to choose curiosity .

Coaching is about helping people arrive at their own answers. If a leader is truly coaching vs training, the process instills confidence in learning which naturally drives motivation for it. Leaders need to implement coaching based 1:1s and focus on teaching their people how to think instead of what to think.