Leadership over recent years has become more challenging. With constant fluctuations in market trends, changes in global events, technological changes of lightning speed and the Global Pandemic all contributing to a state of constant uncertainty. One thing is clear – along with the need for a change in the way we work, is the need for a new style of leadership. This in turn, demands a shift in paradigms.
It was Benjamin Laker, Professor of Leadership and Postgraduate Research Director at Henley Business School who warned us that “While the abilities to set a vision and execute a strategy remain, in the future, leaders will need a new arsenal of skills and mindsets to lead effectively.”
What is the Coaching Leadership Style?
Traditional leadership styles employ a top-down approach or an approach of amending one’s style to suit the need of the situation.
The coaching leadership style, in contrast, is a more transformational style of leadership, and “helps employees grow and develop personally with their long-term goals in mind” (Berg & Karlsen, 2016).
While having coaching skills is a great start to being a coaching leader, it is not necessary to be a qualified coach to embrace this unique leadership style.
Businesses are likely to look and operate differently, and the new type of leader will need to be confident in the following scenarios (Laker, 2020):
- Handling worldwide customers and employees
- Practicing humility to serve their leaders, customers, and teams
- Embracing technology while caring for employees
- Engaging with the unknown and practicing curiosity
Leaders who can employ a coaching style are sought after, as they motivate, inspire, engage, and appreciate their teams on the path to success. In effect, they create a two-pronged approach – develop the team while simultaneously developing the individuals as they work towards their collective goals.
The coaching leadership approach works best for leaders who want to develop an inspirational leadership style by developing their team members, encouraging growth, and celebrating achievement.
This style works well for teams who are not skilled at co-creating a vision and who may need some guidance. In essence, a younger team or a team who has perhaps come together for the first time, would benefit most from this supportive style of leadership. New team members or leaders who are new to leading teams, would also fall under the category of those who would benefit.
So then, what does the coaching style of leadership look like?
10 Characteristics of the Coaching Leadership Style:
1. Within the team, feedback is encouraged.
2. The leader is a super-effective communicator with enhanced listening skills and an engaging and inclusive communication style.
3. The leader is completely inclusive, does not entertain favouritism and encourages diverse thinking.
4. Delegation is deliberate and based on the strengths of the individuals in the team, providing opportunities for personal growth and career success.
5. The leader is goal focused and encourages the team to work towards a common vision.
6. Micro-management is discouraged. Instead, the coaching leader is comfortable stepping back to allow the team members to succeed.
7. The coaching leader is all about empathy and awareness of the needs of others which is balanced with the outcomes required of the team.
8. Collaboration, strong guidance, and a lot of support are all evidenced in the coaching leadership style.
9. Decision making is more democratic, and goals are achieved collectively, allowing space for team members to shine.
10. Team members are highly engaged and are active problem solvers with a growth mindset.
What are some of the benefits of using a coaching leadership style?
· Individual team members are more highly engaged, and in turn this translates to lower turnover.
· Teams are more goal oriented and accountable for results
· Communication between the leader and the team members improves.
· A supportive environment encourages trust which in turn improves creativity and decision making.
· A team that feels supported and encouraged is more likely to be successful.
· Those who are new to their roles, would benefit greatly from a more supportive leadership style and would therefore be less likely to leave within the first six months.
· Because the coaching leadership style is more flexible, those who use it, are likely to be more resilient and resistant to change.
· Coaching leaders are viewed as being more inspirational and this sets the ball rolling for younger leaders to mimic their style, thus creating a coaching leadership style domino effect within the organization.
· The coaching leadership style encourages others to think for themselves, rather than providing all the answers. A supportive style as apposed to a directive style.
Situations Where the Coaching Leadership Style May Not be Appropriate:
· In situations where a quick turnaround in results is required, it may not be appropriate because it is a more time consuming leadership style.
· If team members are not happy to receive feedback or may be fearful of feedback.
· In situations where the team members are highly skilled and require little guidance and direction (e.g., a team of highly skilled nurses)
· When the leader does not have the time to spend developing their team and more of a self-learning and e-learning approach is taken.
· In situations where a highly directive leadership style is required as in emergency scenarios such as emergency services.
In Conclusion
As previously mentioned, the biggest win for the coaching style of leadership is the tendency to be more highly flexible and resilient. In today’s ever-changing workplace, the coaching style of leadership should at least be one of the skills in the proactive leaders’ bag of tricks.
If you are a leader who wants to develop your coaching leadership style, please get in touch with me HERE I am a qualified coach and leadership development professional.
