The LCP aims to maximize employees’ potential through a culture of coaching in the workplace. Coaching is a process that allows an individual to discover their own ‘best fit’ and own ‘best self’. The coach does not provide solutions but assists the staff/individuals find the solutions themselves to perform better, improve their craft, meet or even yet exceed their targets toward the delivery of efficient and effective public service.
A good structure for coaching follows the GROW model initiated by John Whitmore:
- Goals – The coachee tells his/her coachee what it is that he/she wants to achieve.
- Reality – The coachee describes the current situation and/or challenges that he/she is facing.
- Opportunities – The coachee determines his/her perceived solutions or remedies for the current situation.
- Way Forward – The coachee decides on an option that he/she shall execute to overcome the present challenge.
In other words, coaching is one hundred percent driven by the coachee. It benefits coachees by raising awareness (“knowing what is going on around you” and “knowing what you are experiencing”). It also encourages responsibility and independent thinking.
The CSC Leadership Brand
To establish a culture of coaching within the organization, the CSC established a leadership brand summed up in the phrase “Coaching for Integrity and Excellence” – derived from its desired image of being known for people and organizational integrity and excellence.
Competencies of a CSC Leader
The CSC aspires that its leaders be known for seven competencies:
Thinking Strategically
Ability to direct and establish short- and long-range plans and calculate and manage risks based on future or emerging trends and outcomes of decisions to achieve CSC goals
Leading Change
Ability to initiate and facilitate change and motivate people to embrace it
Building Commitment
Ability to inspire and create an environment that encourages positive interaction and collaboration among members of CSC
Developing People
Ability to plan and support an individual’s or team’s skills and abilities so they can fulfill current and future responsibilities effectively
Managing Performance
Ability to provide timely and relevant feedback to individuals or groups in order for them to take action and improve their performance
Coaching for Results
Ability to nurture learning and growth
Partnering and Networking
Ability to build, develop, and utilize collaborative relationships with local and international partners to facilitate the accomplishments of CSC goals