From transactional to transformational: 6 ways to cultivate a coaching culture
Opinion
Adopting a coaching culture benefits every level of an organisation by making continuous learning and development both expected and encouraged.
In today’s fast-paced business world, organisations must foster a culture that not only adapts to change but thrives within it.
Cultivating a coaching culture, where leaders, teams and individuals are empowered to grow, collaborate and excel, is a powerful way to achieve this.
When I began my coaching journey 18 months ago, I couldn’t have predicted the profound impact it would have not only on my leadership and the way I managed my direct reports, but also on those direct reports and their teams.
This ripple effect marked the emergence of a coaching culture across our business, contributing to a measurable shift in our employee survey results
Why consider a coaching culture
Adopting a coaching culture benefits every level of an organisation by making continuous learning and development both expected and encouraged.
For individuals, it fosters personal growth, resilience and empowerment. Employees take ownership of their development, leading to greater engagement and job satisfaction.
Teams will experience better communication, trust and collaboration. Coaching encourages active listening, constructive challenges and mutual support in achieving goals.
Organisations with strong coaching cultures see tangible results — improved retention, higher productivity and enhanced innovation. Leaders align individual aspirations with organisational goals, creating shared purpose and commitment.
Central to a coaching culture is the transition from transactional to transformational leadership. Transactional leadership emphasises tasks, processes and short-term outcomes, often limiting deeper connections and sustained growth. Transformational leadership, on the other hand, inspires individuals to pursue a broader vision.
Coaching bridges the gap between these styles by fostering meaningful relationships and long-term development.
Embedding a coaching culture
To embed a coaching culture, start by training leaders in coaching techniques and integrating these practices into daily routines.
Create an environment of psychological safety where individuals feel free to share ideas and take risks without fear of judgement or failure.
Celebrate successes to reinforce the culture and track progress through employee surveys and observed behavioural shifts.
Here are six simple steps all leaders can implement now.
1. Unconditional positive regard
Coaching begins with a belief in the inherent value and potential of every individual. Leaders practising this mindset create safe spaces for honest conversations.
When individuals feel valued, they are more willing to innovate and engage fully.
- Focus on strengths rather than weaknesses
- Assume positive intent, even in difficult situations
- Provide constructive feedback that uplifts rather than undermines
2. Active listening
Active listening is about understanding emotions and intentions, not just hearing words. Leaders who listen actively build trust and demonstrate genuine care.
This uncovers valuable insights, enabling better decisions and stronger relationships.
- Maintain eye contact and avoid distractions
- Ask clarifying questions to deepen understanding
- Reflect back to ensure accuracy and empathy
3. Cultivating curiosity
Curiosity unlocks new perspectives and encourages creative problem-solving. By asking open-ended questions, leaders empower teams to find solutions.
It creates a learning culture where experimentation and growth thrive.
- Use exploratory questions like “What possibilities do you see?”
- Encourage self-generated solutions instead of providing immediate answers
- Stay open to diverse viewpoints
4. Embracing discomfort
Growth occurs outside comfort zones. Leaders who model resilience inspire teams to embrace challenges.
Normalising discomfort fosters innovation and continuous improvement.
- Reframe challenges as learning opportunities
- Share personal experiences of failure and growth
- Encourage feedback loops to identify blind spots
5. Building self-awareness
Self-aware leaders understand their strengths, weaknesses and triggers, enabling thoughtful responses and better decisions.
A self-aware leader sets the tone for authenticity and accountability.
- Seek feedback from peers, mentors and team members
- Practise mindfulness to stay attuned to emotions
- Reflect on alignment between actions, values and goals.
6. Prioritising self-reflection
Self-reflection is key to personal and professional growth. It encourages learning from successes and challenges.
Modelling self-reflection promotes a culture of growth at all levels.
- Dedicate time to review key experiences and lessons learned
- Maintain a journal to track progress and identify patterns
- Use reflective questions like “What went/didn’t go well today?” and “How can I improve tomorrow?”
The transformation
A coaching culture transforms organisations by unlocking the potential of individuals and teams.
By embracing the above six principles, leaders move from transactional to transformational leadership.
This journey demands patience, commitment and a willingness to grow, but the rewards are immense: a thriving workplace where people and performance soar.
Lisa Morgan is managing director at Generation Media
