I am a certified coach through the Hudson Institute of Coaching; we are a group of coaches and trainers who teach individuals to Coach their employees, leaders and members of the community.
Here are the results of the Hudson Institute working with Mattel, the world’s largest toy company, manufacturing and marketing toy products worldwide, with $5.7 billion in sales in 2016. They came to Hudson to increase staff engagement and accountability in taking ownership for outcomes.
Mattel, Inc. has a long history of innovative leadership development, and it has even adopted the slogan “An Always Learning Culture”. They face a common challenge – the need for more engagement and accountability in taking ownership for outcomes.
Mattel realized they needed to develop a coaching mindset and basic coaching skills across the organization in order to foster full engagement, rapid learning and ongoing accountability at all levels within the organization.
Here are the Challenges they had:
- More accountability and ownership of outcomes for staff at all levels
- Desire for a coaching product that develops staff, and can be offered organization-wide
- They were looking for a solution that had a proven track record of success and that was practical as well as easy to implement in the organization
Here’s what the Solution looked like:
Mattel brought in The Hudson Institute’s Coaching for Managers: The Spot Coaching Approach to address this need. This model provides practical coaching skills to managers, which they can use on a daily basis to help their teams become more solution-oriented, and less dependent on managers to solve problems.
Here’s what the Results were:
- Improved Ability to Have Difficult Conversations – Prior to Spot Coaching, there was a tendency in the organization for managers to quickly defer to HR generalists for difficult conversations, and in the process the managers would miss important opportunities to coach members of their team around critical issues. This is now shifting, and managers versed in coaching skills now feel more prepared and confident to engage in difficult conversations using a coaching mindset and structure.
- Coaching Culture – As more managers experienced the Spot Coaching Approach, it influenced the wider system and people noticed more than ever when developmental opportunities arose.
Big Idea From Alysia:
Kehoe Consultants additionally uses the program and tool called ‘Catalytic Coaching’, as a way to have performance management conversations and resulting coaching session.
This tool structures the performance conversation with a coaching slant. It is a Cloud based system where the Employee, and the manager / leader have specific roles in the performance conversation, which actually happens four times a year, rather than just once a year to assist the employee to be productive and accountable.