Coaching is a powerful leadership strategy that builds employee competence and commitment. It’s the commitment that sets a coach apart from other leaders.
Wouldn’t it be great if all of your employees were happy to follow your lead? The key to that is that they believe you have their best interests at heart and that following you will pay off for them. Coaching can make that happen. Coaching is based on (and builds) trust and positive work relationships.
Good human-relations skills have the ability to change people from managing others to leading others
~ John Rampey
Leadership is a complex role with many challenges. How can you direct, motivate, empower and hold employees accountable… while tackling many broader issues and decisions? I’ve had many leaders tell me they can’t get anything done because they have to constantly answer questions or check on their workers. Coaching requires an initial investment to build the relationship, but then dials back as employees take on the day to day work. A skilled coach asks questions that often helps employees find their own solutions to problems.
People frequently worry that coaching is too “soft” an approach and won’t hold employees accountable. Coaching can be very powerful and we’ll discuss accountability next issue. First let’s look at what coaching actually involves.
An effective coach needs to:
- Guide rather than direct, asking questions more than giving directions
- Play an active role as a supervisor, yet give employees “ownership” in their work; help them learn to make decisions on their own
- Act as a resource, not an antagonist
- Make sure s/he understands before s/he tries to be understood
- Work towards mutual agreement and individualized approaches
- Expect the best from his/her workers
- Builds strong relationships based on trust and respect
- Use mistakes as learning opportunities
- Know and build on employees’ strengths as well as help them grow in areas they are weak
- Follows the golden Rule 2.0® and treats each employee as they want to be treated
Classroom training is helpful in building an employee’s skills and knowledge. Coaching helps employees apply the training in specific real work situations. This individualized support helps sharpen key skills. Giving directions tells employees what they need to do. Asking them questions helps them learn to think things through on their own. As you effectively coach those you lead, your team will become stronger and more productive.
In our next issue, I’ll review a simple six step process for coaching than can guide you through this strategy, and show how it addresses concerns about accountability.
Let me know what you think of this introduction to coaching and how well it meshes with your leadership approach.