Your role as a leader

You know that leadership is all about motivating people towards achieving a common goal together. And as a leader, you appreciate that your role is crucial to the success of every endeavour in your organisation. At every level of leadership, from C suite to first-line leader, the capacity to motivate, inspire and enable every person in the organisation to give their best is the hallmark of a great leader.

Leadership has changed

We appreciate that the world of work is becoming ever more complex, changing rapidly and constantly disruptive. It is no longer possible for leaders, at any level, to have all the answers. Moreover, your people now expect to have far more say and control over their working lives. This has led to traditional command and control management practices rapidly giving way towards a far more facilitative coaching model. An approach and style which collaborates and facilitates rather than tells and instructs.

It is only by harnessing the collective talent, energy and goodwill of their people that leaders can hope to achieve ever more challenging organisational goals, and coaching skills are at the heart of this approach. By integrating a coaching approach into your everyday leadership and management conversation, you can tap into the discretionary effort and latent capability of your staff, unlock potential and help develop greater levels of agility and innovation within the organisation.


The gap between leader and leader-coach

No doubt, when asked, you will say that you coach every day, but it is usually more accurate to say that most leaders think they coach every day. For most leaders, a coaching style way of working is not natural – as leaders we are used to keeping control, asserting our own ideas and giving advice or instructions. When leaders adopt a coaching approach, they place power, choice and responsibility in the hands of their staff and the skills to do this can be readily learned and practiced with immediate application from day one.

The relinquishing of power is often hard for managers to get used to, but it is only by letting go and learning the art of facilitating the learning, development and performance of others that will enable you to fully engage the unique and extraordinary talents of the people you lead.

Giving up power does not mean that you give up your authority – decisions still need to be taken, you are still in charge and accountable. But by using coaching skills to engage the potential of your team, the power to generate results shifts from one person to many and so greatly increasing effectiveness and performance.


Modelling behaviour, building capability, developing skills

As a leader you will know that to be respected and effective, you have to model best practice and to ‘show up’ as a leader in the way you behave and act at work. The same is true for the leader as coach. By modelling best practice in coaching in your leadership style, you will help others appreciate and understand the value and effectiveness of these skills to improve relationships, develop talent and maximize performance. Over time, coaching will become completely integrated into your leadership approach, your team’s DNA and you will soon benefit from sustainable ways of working and increased performance.

Coaching Focus has a range of highly effective and well-proven coaching programmes to help you learn and practice these skills and which will help you become an even more effective leader.

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