By Danielle Rocheleau
In today’s purpose-driven sector, organizations are being asked to do more with less—while creating real, lasting impact. That’s why building a coaching culture isn’t a nice-to-have anymore. It’s an essential shift in how we lead, learn, and grow together.
At Laridae, we’ve seen firsthand how coaching transforms not just individuals, but entire teams. When you embed coaching as a core leadership competency, it becomes a catalyst for behavioral change, unlocking autonomy, clarity, and capacity where there used to be bottlenecks.
More Than Training: Unlocking Real Change
Training teaches skills. Coaching transforms how people show up.
Organizations often invest in professional development, only to find the changes don’t stick. That’s because knowledge alone isn’t enough. The real magic happens when people are supported to apply what they’ve learned—reflecting, adapting, and putting insights into action. Coaching is the tool that helps bridge this gap. It’s where momentum takes root.
Coaching helps your team “punch above their weight.” It draws out untapped potential, supports continuous development, and embeds a growth mindset into your culture.
Why Coaching Cultures Work
A coaching culture equips your leaders and team members to:
- Own their development: Instead of relying on their manager for answers, team members build problem-solving muscles.
- Act with clarity: Coaching questions help cut through overwhelm and prioritize what matters.
- Strengthen collaboration: A coaching approach centers listening, inquiry, and shared accountability.
- Scale leadership: As more people are empowered to coach, your leadership bench grows deeper and more resilient.
When to Use a Coaching Approach
While not every situation calls for coaching (sometimes, clear direction is essential), here’s when it can be especially impactful:
- When your team feels stuck or over-reliant on leadership
- During periods of change or uncertainty
- When performance plateaus and new energy is needed
- When you’re developing new leaders or onboarding team members
- When interpersonal dynamics are holding progress back
Coaching isn’t about fixing people—it’s about drawing out their own best thinking and helping them move forward with confidence.
Questions to Ask Yourself (and Your Team)
Thinking about whether your organization is ready to build a coaching culture? Here are a few reflection prompts:
- Do we have the time and willingness to slow down and listen deeply?
- Are our managers equipped to ask powerful questions—not just give directions?
- Is coaching seen as a ‘one-off’ activity or part of how we lead every day?
- Do we have access to certified or experienced coaches who can support this transition?
- What barriers might exist to shifting our current approach?
These questions aren’t just for you—they’re great conversation starters with your leadership team.
Building Your Coaching Foundation
Whether you’re just beginning to explore coaching or ready to deepen your team’s practice, investing in this culture shift will pay dividends in engagement, performance, and impact.
If you’re wondering how to get started, consider beginning with a shared foundational learning experience across your team. At Laridae, we’ve designed a new Coach Training Program—offering an accessible, team-based introduction to building a coaching mindset. It’s designed to create shared language, spark reflection, and identify champions who can help sustain the change.
And for those ready to go deeper, our advanced certification pathway will be opening soon.
Final Thoughts
Coaching is not a silver bullet—but it is a powerful lever. One that helps you move from feeling stuck to creating real, sustainable momentum.
The future of leadership isn’t about having all the answers. It’s about asking the right questions, holding space for growth, and building cultures where people thrive.
So ask yourself: Are we ready to lead differently?