We’re back with Episode 2 in our Coaching Culture series! In this series, we’re exploring the five different models of coaching cultures that show up in organizations—how they work, where they get stuck, and what leaders can learn from them.
In this episode, we dive into the Decentralized Model. In this stage, each business unit or division selects its own coaches and vendors. HR may provide some oversight or input, but decisions remain largely autonomous. This creates both opportunity and risk.
We unpack:
How coaching looks different depending on whether a business unit leans operational or strategic
Why alignment matters—between individual coaching, team needs, and organizational goals
The role HR can play in supporting coaching without being seen as “compliance-driven”
What happens when a bad coaching experience in one unit ripples across the organization
The importance of measuring effectiveness without breaking confidentiality
If your organization is in a decentralized stage—or if you want to understand how coaching cultures evolve beyond the startup/ad-hoc model—this episode is for you.
#CoachingCulture #LeadershipDevelopment #OrganizationalGrowth #CoachingAtWork #HRStrategy #TalentDevelopment
