What is the difference between creating coaching culture with Top-Down or Bottom-Up approach?
by Mitja Drenik
Traditionally, coaching culture is implemented by means of the TOP-DOWN (i.e. waterfall) approach.
What are the characteristics of the Top-Down approach?
The methodology consists of four steps:
1. The company looks for an external coaching provider.
2. The company selects the managers who will be trained to coach the rest of the company staff (the so-called Train-the-Trainer program).
3. The external coaching provider begins to train the managers in coaching skills and techniques.
4. The managers transfer their knowledge upon the other employees.
This traditional approach poses a series of time-related, organizational and business gambles. Will an appropriate coaching provider be selected? Which managers to choose for the Train-the-Trainer program? Will they be overburdened by the additional responsibilities, and how will the rest of the employees react?
The DayAct iCoaching system, however, is based on the BOTTOM-UP approach.
What are the advantages?
The Bottom-Up approach is not about implementation, but development. It develops behavioral traits of coaching at your workplace. For this reason, it includes all the employees simultaneously. The behavioral traits of coaching are connected with the following personal traits: high awareness, self-motivation and goal-orientation. These traits lead to the engagement and productivity of employees both at their workplace and in their daily lives. The first results become visible in a matter of weeks, and can be measured by real-time metrics and indicators.
The implementation of DayAct iCoaching takes place by means of the STEP-IN methodology, which prevents the risks of gradual implementation associated with the Top-Down approach. DayAct iCoaching enables the integration of coaching culture into your HR strategy and employee development.
Let us sum up the differences between the two approaches in table form:
|What is its main aim?||The development of behavioral traits of coaching||The teaching of coaching techniques|
|Who is it intended for?||All levels of employees||Managers and department leaders|
|When can the first results be expected?||In several weeks||In several months|
|How are the effects measured?||By metrics and indicators||By 360-degree questionnaires|
Is the employee response different? By all means!
The Top-Down approach reflects the position of power. The employees are instructed to take part in the coaching and see it as an additional task to be performed along their other duties.
The Bottom-Up approach, however, offers career opportunities. The company offers their employees to take part in DayAct iCoaching and gives them the choice whether to participate or not, in which DayAct iCoaching provides training how to become more successful both in one’s professional and private lives.
In DayAct iCoaching, the integration of the behavioral traits of coaching is measured in all your employees. This is done by means of KPI (Key Performance Indicators). When the measuring is integrated into your HR and employee development strategies (employment, promotion, awards), all your employees will be compelled to develop behavioral traits of coaching and acquire these skills anyway.
DayAct iCoaching represents a milestone in the methodology and philosophy of coaching culture implementation at company level. The most important advantages over the Top-Down approach are the following:
1. The Top-Down approach concentrates on the tasks your employees must perform. It represents actions.
2. The Bottom-Up approach concentrates on the traits your employees must have. It represents results.
The Top-Down approach focuses on the knowledge transfer process; the results come second. The Bottom-Up approach focuses on the results; your employees will have a free choice in terms of how they would like to achieve them.