In today’s dynamic business environment, the role of leadership is evolving. The rise of coaching leaders marks a significant shift from traditional directive management styles to a more empowering and supportive approach. Adopting a coaching style of leadership creates growth, motivation, and happiness among team members, allowing leaders to focus on strategic vision rather than getting bogged down in day-to-day tasks.
In this article Senior Partner, Stephen Fortune, dives a little deeper into the topic ...
When we adopt a coaching style of leadership good things will follow ..
for us.. we have more time to be on the balcony and not in the weeds
for them.. they will grow, be motivated and be happy
for the business.. it will retain talent and increase its bench strength
If you have a business that includes one or more of these strategic imperatives, you will benefit from the rise of the coaching leaders: Growth Mindset; Agile ways of working; embracing technology; risk taking and failing fast; an engaged and motivated workforce; accountable and empowered leaders and focus on performance while respecting work/life balance.
The 3 traps we can all fall into when managing others are:
Jumping in too quick – thereby missing new ideas and solutions. Its ok to prescribe or inform if there is just one correct answer.. but this is rarely the case.
Asking lots of contextual questions - like a doctor to a patient - to then prescribe a solution. We don’t need to know everything about the context to coach.
Trying too hard. If it feels like hard work coaching then you are doing it wrong. It should feel easy for you. The other person should be doing the heavy lifting!
Why not try the following approach next time you are in a conversation that you think would benefit from more of a coaching approach:
Ask how you can help? Don’t assume they want your advice. It might be they just want to float some ideas, get something off their chest or ask for your support
Ask what’s happening now? This provides them with the opportunity to clarify their thoughts and open up the conversation – like a catalyst that expands.
Ask what it is they want? This short and simple question moves the conversation into future. It helps people that are stuck to imagine alternative possibilities.
Ask what they have thought of already? You may have a view and its ok to share it, but by jumping in too early and offering your ideas, you will miss the chance to hear new ideas they have. also.. sorry to break this to you but your advice is not always that good!
Ask then to summarise the next steps? This is a subtle but important shift in the balance of accountability and empowerment. By asking them to summarise the conversation you get to hear if you are both on the same page or the next steps needs tweaking.
Embracing a coaching leadership style requires a shift in mindset and approach, but the benefits are well worth the effort. By avoiding common management traps and engaging in meaningful, open-ended conversations, leaders can unlock the potential of their teams, driving both individual and organisational success.
Next time you find yourself in a situation that could benefit from coaching, remember to ask thoughtful questions that empower and encourage growth. As we continue to navigate the complexities of modern business, the rise of coaching leaders will undoubtedly be a key factor in fostering resilient, innovative, and motivated teams.
If you’re looking for some additional support in the shape of 1:1 coaching or team coaching, drop us an email or visit our website – we'd love to support!
Article written by Senior Partner, Stephen Fortune - July 2024
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