I don’t often make generalisations, in fact as a therapist and coach I find them problematic, they seem to hint at a lack of ownership and accountability. However I am going to make one, and not just a small one, a ‘most people’ one.

It is this; most people want to work for organisations that are clear on their purpose, achieve meaningful outcomes, support the wellbeing and development of their staff and are inclusive and empowering. (Now I will own this: I want to work with and for organisations who aspire to these things. I feel better now it has been owned)

If you feel differently and don’t believe that this ‘most people’ holds some truth for you then you probably wont be interested in the rest of this short blog and maybe best to put on the kettle, make a cuppa and go back to what you were doing before you started reading this. I know that last line feels a little direct and almost sarcastic, I apologise for that, it’s just that after 30 years of working in, and with organisations I have at times seen the alternative; organisations without purpose who don’t achieve meaningful outcomes, organisations who don’t support the well being and development of their staff and organisations who aren’t inclusive and empowering. 

I accept that organisations are all works in process and may not fulfil these high aspirations all at once or all of the time, but what makes the difference is the intention and the direction of travel. 

One of the things I have noticed is that relationships are often what makes or breaks an organisation. If relationships are healthy, wellbeing and development happen more naturally, open and challenging conversations about purpose and outcomes become possible. If relationships are psychologically safe then inclusiveness and empowerment flow freely. 

It seem strange to me that in a world (in and out of work) where relationships are the bread and butter of daily life we have very little training on how to do this well; it’s like we think it just happens and that we don’t need to put in the work. It’s a bit like waking up one morning thinking I am going to climb Everest and then believing  I don’t need to train, it’s a given about being human; I can climb big mountains. I suspect that we would all see the ludicrous nature of this approach yet when we come to relationships we sometimes seem to do something similar; I am a human and therefore I naturally can achieve the heights of human relationship without putting in some work. 

Although I have been offering coaching and coach development for the past 25+ years I am not naive to think a coaching approach is the panacea for all things relational, however I do believe and have experienced that it can build a solid foundation for great organisational cultures and great personal relationships. 

Maybe take a moment to think about what it would be like in your world if you were truly heard and not judged for being you;  if others brought curiosity to your thinking enabling you to discover your own purpose and ways forward, if any historic ways of relating were lovingly and respectfully challenged; that any under performance was fully understood and collaboratively resolved. 

If you are interested in finding out more about developing and integrating coaching approaches please click on the links below or lets talk…

• A coaching approach to leading and learning in organisations
• ILM Level 3 Award in Effective Coaching
• ILM Level 5 Certificate in Effective Coaching and Mentoring