Coaching as a Leadership Style
Fellow leaders and aspiring leaders!
Today, let’s explore one of my favourite topics: coaching as a leadership style.
As a CHRO and leadership coach, I’ve seen firsthand how effective coaching by functional managers can transform individuals and entire organisations. And let me tell you, it’s more than just a buzzword—it’s a game-changer.
The Power of Coaching
Coaching isn’t about giving advice or pointing out areas for improvement. It’s about empowering individuals to find their own solutions, unlocking their potential, and guiding them towards achieving their goals. When leaders adopt a coaching mindset, they foster a culture of continuous learning and growth. This approach not only enhances individual performance but also drives organisational success.
The Power of a Simple Question
A few years ago, I had a manager named Sarah* who was struggling with her team’s performance. She was a high-achiever herself, but she couldn’t understand why her team wasn’t meeting their targets. She came to me, exasperated and ready to throw in the towel.
Instead of jumping in with solutions, I asked her a simple question –
“What do you think is holding them back?”
She paused, clearly not expecting that question. After a moment, she started talking about how she had been micromanaging her team, not trusting them to make decisions. It was a lightbulb moment for her. By the end of our conversation, she had a plan, to empower her team by delegating responsibilities and providing support rather than directives.
A few months later, Sarah’s team was not only meeting but exceeding its targets. The turnaround was remarkable, and it all started with that simple coaching question.
Some Benefits of Coaching as a Leadership Style
- Enhanced Employee Engagement: When employees feel heard and valued, their engagement levels soar. Coaching fosters an environment where employees feel supported and motivated.
- Improved Performance: Through coaching, leaders can identify and develop their team’s strengths, leading to better overall performance.
- Increased Innovation: By encouraging open dialogue and creative problem-solving, coaching can spur innovation within teams.
- Better Retention Rates: Employees are more likely to stay with organizations where they feel they can grow and develop their skills.
Turning Around a Troubled Department
Let me share another story from my Corporate days.
We had a department that was a bit of a mess. High turnover, low morale, and missed deadlines were the norm. The department head, let’s call him John*, was at his wit’s end.
John and I sat down for a coaching session. I asked him about his leadership style, and he admitted he was more of a “my way or the highway” leader. He believed that being tough and demanding was the only way to get results.
I challenged him to try a different approach. We worked on developing his coaching skills as a leader, focusing on active listening, asking open-ended questions, and providing constructive feedback. He was sceptical at first but agreed to give it a shot.
Fast-forward six months, and the transformation was astounding. The department’s performance metrics had improved dramatically, and employee satisfaction scores were through the roof. Tom himself admitted that the coaching approach had not only improved his department’s performance but had also made his job more enjoyable. He was no longer the “bad cop” but rather a “Coach”.
How to Implement Coaching as a Leadership Style
So, how can you incorporate coaching into your leadership style? Here are some practical tips:
- Ask, Don’t Tell: Instead of giving directives, ask questions that encourage your team to think critically and devise their own solutions. This builds confidence and problem-solving skills.
- Active Listening: Pay close attention to what your team members are saying. This shows that you value their input and are genuinely interested in their perspectives.
- Provide Constructive Feedback: Focus on specific behaviors and outcomes, and offer feedback that is both positive and constructive. This helps individuals understand what they’re doing well and where to improve.
- Set Clear Goals: Work with your team to set SMART goals. This gives them direction and a sense of purpose.
- Celebrate Successes: Acknowledge and celebrate the achievements of your team. This boosts morale and reinforces positive behaviours.
The Impact on Organizational Culture
Adopting a coaching approach benefits individual employees and can transform your entire organizational culture. When leaders at all levels embrace coaching, it creates a ripple effect. Employees feel more engaged and empowered, innovation thrives, and the organisation becomes more agile and resilient.
Moreover, a coaching culture promotes continuous learning and development. Employees are encouraged to seek growth opportunities and are supported in their efforts. This enhances individual capabilities and ensures that the organisation constantly adapts to changing circumstances.
Embrace the Coaching Mindset
In today’s fast-paced and ever-changing business environment, the ability to lead with a coaching mindset is more important than ever. You can drive individual and organisational success by empowering your team, fostering a culture of continuous learning, and encouraging innovation.
So, next time you’re faced with a leadership challenge, remember the power of a simple question, the impact of active listening, and the value of constructive feedback. Embrace the coaching mindset, and watch your team and organisation thrive.
And if you ever need a little coaching on implementing this in your organisation, you know where to find me.
Happy leading!
*Disclaimer: This blog’s names and identifying details have been changed to protect individuals’ privacy. Any resemblance to actual persons, living or dead, is purely coincidental.
