The Coaching Style of Leadership: Strengths and Weaknesses

The modern shift from the dominion of capital to the dominion of talent gave impetus to a radical shift in the paradigm of leadership: from the leader as the organizer of the development to the coaching leader as a talent trainer.

Currently, there are many definitions of coaching. Let's look at the so-called classical definitions:

  • “Coaching” is the disclosure of a person's possibilities to maximize his effectiveness. Coaching does not teach since it helps to learn.
  • “Coaching” is a managerial behavior, alternative to command-control.
  • “Coaching” is a cause in which a person must, in the most efficient way, manage himself independently.

This managing style, as its name implies, presupposes leadership-mentoring. Such things as a one-on-one meeting with co-workers are typical for this type of leader.

If we consider the strengths of this style of managing, then this is a satisfied and loyal staff in the corporation. In the long term, you can achieve staff from highly qualified workers who can perform tasks in a multi-tasking mode.

The weaknesses will hang on both the staff and the leader. Some may simply not want to study, or the leader will not be able to educate qualitatively. The only problem with this style is that, depending on the way it is implemented, this behavior can be embraced as micromanagement and have unpleasant aftermaths.

This style also greatly influences the culture of the company.

One of the biggest mistakes that leaders make is the focus on improving the faintness of their workers. If you want to achieve better results from your team, you need to focus on their strengths.

What is Coaching Leadership Style?

Coaching in the hands of a competent manager is an active tool for executing managing functions. Knowing the basics of coaching, you can really reveal the possibility of a person, improve its effectiveness and find ways to achieve goals. This particular type of working out has its own tasks and objectives. As for the real objective it follows:

  • accept and understand yourself;
  • understand the basic attitudes and values;
  • understand what is happening in the family, life, relationships, at work;
  • to see the ways of personality development;
  • learn to believe in yourself and your abilities;
  • trust yourself and your loved ones;
  • effectively solve life problems.

Moving Toward a Coaching Leadership Style

Who is the coaching leader? The coaching leader is one who pays more time and effort building up the skills, experience, confidence, and understanding of his team. This is the person who will not answer the questions himself but train his member how to respond.

How does the Leadership Coaching technique look like in practice? It is based on the following simple postulates:

  • The management team has a business strategy;
  • This strategy is not “lowered from above” and not “bought from consultants”;
  • This strategy was created by the management team itself (possibly in cooperation with consultants);
  • She has a subject (a team that identifies itself and its success with this strategy);
  • Team members are motivated professionals;
  • The leader sets tasks without specifying the way they are implemented;
  • Members of the team, within the framework of a shared strategy, are themselves able to clarify, specify and develop the tasks set by the leader;
  • Members of the team, within the framework of a shared strategy, are able to set themselves additional tasks and terms for their implementation;
  • The leader coordinates or corrects the most important points;
  • The leader says himself 20% of the time and listens to the employees 80% of the time (by the word "listens" there are not meant useless meetings or calls "on the carpet");
  • Of the 20% of the time when the leader says, most of the time he is asking the right questions;
  • When a leader asks the right questions, he aims to achieve a complete and independent understanding of the subordinates, exactly how a subordinate can solve the problem as effectively as possible (for that particular person).

What is Coaching in Six Categories

It is worth saying that in coaching there are six categories of behavior, such as:

  1. MONITORING: Fact Search; Clarification - an understanding check: Generalization - information reflection; Review of progress - verification of information and understanding.
  2. SUPPORT Hearing / Acceptance - through non-verbal (smile, encouraging nods) and verbal manifestations.
  3. "LIFE", GIVING NEW FORCES through: - Humor, stress reduction - Physical actions or change of atmosphere - Offering a break, coffee, light food - Unexpected, unrelated questions or comments
  4. CONFRONTATION Prescription, Direction of conversation, Expression of opinion, Check of a way of thinking or its references.
  5. STRUCTURING Settlement, interpretation of information and condition. Conceptualization is the proposal of an acceptable framework for mutual understanding. Diagnosis.
  6. STATEMENT OF OBJECTIVES Search for intentions, Study of wider motives.

Everyone can step onto a higher level in their personal development and give a powerful impetus to the business. We recall that while defining and harmonizing corporate strategies and strategies for personal leadership, it must always be remembered that a method that was good at a certain stage of your life and the life of the business, eventually turns into a brake on development. Constant change and self-improvement is a viable option for businesses and organizations, which will eventually become your business's support in a competitive environment.

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