LEADERS AS A COACH

 Leader as a Coach

An effective manager-as-coach asks questions instead of providing answers, supports employees instead of judging them, and facilitates their development instead of dictating what must be done. New-age corporates are moving away from traditional command-and-control practices.

“The manager’s role, in short, is becoming that of a coach.” When leaders embrace the “leader as coach” role, the cascading effects can ignite their teams to take ownership of their work and careers.

(HBR)

 

But making the transition from manager to coach isn’t easy. In fact, executives overwhelmingly feel the most urgent problem all of us face is inspiring leaders to coach employees.

 

A survey by Globoforce.com revealed that 93% of leaders feel they need training on how to effectively do this. (US study)

 

Shifting a leader’s style from managing workloads to coaching employees takes thoughtful efforts by both the leader and the organization.

 

Here’s how to make the “leader as coach” mindset

 

1.       Get to know team members at a personal level

2.       Providing feedforward than feedback

3.       Focusing on member’s strengths and empowering them

4.       Co-Create development plans

5.       Build trust and transparency

 

Benefits of this type of Engagement

 

1.       Strong bonds between the leader and the member

2.       Team members taking ownership of their learning

3.       New skill development as members is coached effectively

 

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