Transform Your Credit Union’s Culture with Coaching

Is your team receiving the coaching they need to thrive?

Coaching isn’t just a nice-to-have—it’s a critical leadership skill that drives performance, engagement, and long-term success. As a credit union leader, your role extends beyond managing day-to-day operations; it’s about developing people so they can perform at their best. A coaching culture leads to higher retention, improved decision-making, and a stronger, more confident team.

Why Coaching Matters

A CEO I worked with had a motivated, hardworking team, but without regular coaching, they weren’t quite hitting their full potential. Employees wanted guidance but weren’t receiving consistent feedback, leaving them uncertain about how to grow. By introducing structured one-on-one coaching sessions, the CEO saw an immediate shift:
Morale improved—team members felt valued and supported.
Performance increased—employees gained clarity on expectations.
Engagement soared—coaching gave them a clear path for growth.

If you’re only providing feedback during annual reviews or when something goes wrong, you’re missing a huge opportunity. Regular coaching turns daily work into continuous learning, creating a culture where employees feel supported, challenged, and empowered to grow.

How to Build a Coaching Culture

Schedule Regular Coaching Sessions – Set up weekly or biweekly one-on-ones with team members. These meetings should go beyond status updates—use them to discuss goals, challenges, and development opportunities. Even 15–20 minutes of focused coaching can make a big difference.

Give Feedback That Fuels Growth – The best feedback is specific, actionable, and solution-focused. Instead of saying, “You need to improve your communication,” try:
“In team meetings, your insights are valuable. Let’s work on making them more concise so they have a stronger impact.”

Encourage Self-Reflection – Great coaching isn’t just about giving advice—it’s about asking the right questions so employees learn to analyze and improve their own performance. Try questions like:
“What’s one thing you think you could have done differently in that situation?”
“What’s working well for you, and where do you feel stuck?”

Make Coaching a Two-Way Street – A true coaching culture isn’t top-down. Leaders should also be open to feedback. Invite team members to share their thoughts on how you can better support their growth.

Recognize Progress, Not Just Results – Celebrate small wins and recognize effort, not just outcomes. When employees feel their growth is acknowledged, they’re more motivated to keep improving.

Power Questions to Consider

• How can I integrate coaching into my schedule without it feeling like another task?

• Am I providing enough positive reinforcement alongside constructive feedback?

• How can I help my team shift from seeing feedback as criticism to seeing it as an opportunity for growth?

Your Next Step

Pick one employee to start coaching this week. Ask them about their goals and challenges, provide one piece of actionable feedback, and encourage self-reflection. Over time, these conversations will become the foundation of a coaching culture—one that leads to stronger leadership, higher engagement, and a more capable, confident team.

We’re so grateful for your support, thanks for reading The Credit Union Playbook!