A Leadership Coaching & Development Practice
“Each person holds so much power within themselves that needs to be let out. Sometimes they just need a little nudge, a little direction, a little support, a little coaching, and the greatest things can happen.”
– Pete Carroll
Leaders Who Coach
As you’ve traveled along your leadership journey, you’ve undoubtedly realized that the workforce continues to change and long gone are the days when leaders simply managed an employee’s work. Just look at your current team. Chances are pretty good that the humans you lead are highly skilled in their profession. A combination of their experiences, skills and knowledge are the reasons they were hired. They’re also probably ambitious and show little reluctance in taking their career into their own hands… and they are likely not tied to staying at a company if they’re not getting what they need to grow.
One very real measurement of a leader’s success is their ability to motivate, develop and retain the talent on their teams. A powerful tool for leaders is the ability to coach individuals on their teams. So much so that more organizations are now setting the expectations that leaders at all levels dedicate a percentage of their time to coaching employees. Although most leaders understand that coaching is quickly becoming part of their world, it can still be quite daunting to now head down this path you’ve never traveled.
Through this LEADERS WHO COACH section of my website, I will be sharing resources based on my professional training as a coach, as well as my years of experience in working with leaders. One of my lessons learned is that you can’t just teach someone coaching skills and expect them to start coaching employees. It takes a three-phased approach that I’ll highlight here and will go into much more detail in future posts.
- A Coaching Toolset – These are the widely accepted methods, techniques, models, approaches, and frameworks that can create value for you as you coach employees. The trick is finding the right tools for you and your organization.
- A Coaching Skillset – These are a number of things including a leader’s knowledge, understanding and ability to coach employees. Training is a great start, but like any skill, it takes much practice and reflection.
- A Coaching Mindset – Although listed as third, I believe this to be the most important – for you as a leader. A Coaching Mindset is a set of beliefs; a way of thinking; a habitual mental attitude around coaching that will determine how seriously you approach coaching as part of who you are as a leader. Without a change in mindset, a leader will revert back to what’s worked for them before.
When these are in place and aligned, here are some of the great things that can happen:
- Humans are empowered, and they take on more responsibility
- An increased level of engagement is witnessed
- Individual performance is increased
- Feedback becomes more common and better accepted
- Communication increases, and trust grows
- Company and individual strengths are recognized
- The right development opportunities are identified
- Organizational commitment to people is more visible
- High-potential employees are identified
- Leaders have more time to lead