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In unsettling times of change and uncertainty, the pressure on us all increases and presents a new set of challenges and obstacles.
Leaders, managers, and emerging leaders are especially under stress and it’s what you do now through times of crisis that will ultimately see how well you can come out the back of this and achieve new levels of trust, respect, and productivity.
Those who try to manage these new levels of pressure and adversity on their own face the risk of decision fatigue, burnout, and the negative long-term effects that disconnection brings to your organization’s culture and performance.
This is where leadership coaching comes into play because not everyone knows how to cope on their own with the added pressures that come with more responsibility. Thinking that your role as a c-suite leader, manager, or emerging leader is to put the responsibility on your shoulders and solve all of your team’s problems is silly because, at the end of the day, we're all in this together.
Leadership coaching is a process whereby a leader receives tailored support from a coach to help them achieve a goal and become a more effective leader. It can play an important role in future success once the relevant training in their field has been completed. The process is very much collaborative, and involves an individualised relationship between a leader and the coach. Keep in mind that the role of a leader can apply to many different roles, be it an executive, a manager, a supervisor, a team leader or a business owner - in other words, anyone who runs a team.
A coaching leadership style is the approach that builds a high-performing culture. It involves collaboration, fulfillment and empowerment. Of the greatest value is collaboration, as this is often contrasted against a ‘command and control’ approach which can limit growth.
Coaching leadership styles use particular mindsets and behaviours, combining them to develop the most effective type of leader. How? By unlocking potential.
A coaching leadership style is characterised by:
A traditional management style typically involves a ‘command and control’ or ‘the leader knows best’ approach to coaching. A coaching management style, on the other hand, fosters collaboration between the leader and team members to empower everyone. This shift makes people feel strong, involved and effective when it comes to determining their own performance.
A coaching style of leadership can bring with it many benefits. One of the most notable being that both leaders and team members experience less stress. People generally feel like they have control of their own outcomes and growth, meaning the leaders are under less pressure to provide all the answers and lead the group themselves.
The Performance by Design System’s 1:1 coaching program is tailored to suit the needs of you as an individual. Whether your focus lies in leading or managing people or you hope to prove your value through adversity or challenging times, our leadership coaches can help you achieve your goals.
Our individual leadership coaching is tailored to suit your unique goals and ambitions.
It's important to realize that we are all in this together. It's not your job as a leader to provide all the solutions and answers. Your job is to remain calm and positive through adversity. This will create a level of safety and security for the team to perform.
Want to improve your leadership skills? Get in touch with Performance by Design. Call today or complete an online form and we’ll get back to you as soon as possible.
Why is coaching so powerful?
Coaching is a powerful technique because it is self-generating and drives you to find the answers to problems. This process also frees up your thinking about yourself and the situation at hand, allowing you to see through assumptions so you can view yourself in a new light. It’s important to realise that coaching is both comforting and exciting, as it’s about change. At the end of the day, coaching focuses on you and your individual needs to get the best results.
What should people look for in a coach?
Finding the right person to mentor you is key, especially given there are so many coaches out there. One of the most important things to look out for is whether a coach has 1:1 experience. Integrity and trustworthiness are crucial, as you want to know that your coach will keep your information confidential.
Does coaching really work?
Coaching is a powerful process that does really work, particularly when you set goals to hold yourself accountable. Remember, the clearer you are about what you want to achieve, the higher the chance of you achieving success. A good tip is to make your goals specific and to make sure there is some room for flexibility.
How does coaching impact company culture?
External leadership coaching can have a significant impact on company culture. This is because leaders who are professionally coached to reach their highest level encourage team members to grow and work to their best too. Organisations that embrace coaching are more supportive, responsive and adaptive to challenge. This means everyone involved can feel welcome and a part of the community, leading to better outcomes and motivation.
What makes a good leadership coach?
A good leadership coach has conversational intelligence and can actively listen to leaders. This means they can offer leaders a different perspective to what they may usually see, and that they can share their own experience to help a leader grow organically. A key part of leadership coaching is being able to share and exchange ideas freely with open communication and trust.
It's important to realize that we are all in this together. It's not your job as a leader to provide all the solutions and answers. Your job is to remain calm and positive through adversity. This will create a level of safety and security for the team to perform.
Gain an independent perspective to manage your teams, build new structures to manage productivity with your remote teams. In doing this, you will minimize the impact of disconnection that threatens your ability to focus and work on highest impact activities and make values-based decisions.
Conduct and rehearse difficult, honest and compassionate conversations because these are now critical to maintaining safety and providing the confidence for your team to continue to perform.
Maintain and build relationships through adversity which on the other side of the crisis will be integral to your business bounce back and long-term survival.
Come out the back of this crisis with stronger relationships and take the chance out of your culture.
Gain an independent perspective to manage your teams, build new structures to manage productivity with your remote teams. In doing this, you will minimize the impact of disconnection that threatens your ability to focus and work on highest impact activities and make values-based decisions.
Conduct and rehearse difficult, honest and compassionate conversations because these are now critical to maintaining safety and providing the confidence for your team to continue to perform.
Maintain and build relationships through adversity which on the other side of the crisis will be integral to your business bounce back and long-term survival.
Come out the back of this crisis with stronger relationships and take the chance out of your culture.
Understanding your team through difficult times is integral to your long term success through these challenging times.
Identifying high performing players and the ability to trust and empower your teams under pressure is more critical than ever before.
Your ability to obtain the time to think strategically and manage the difference between ownership and accountability is critical.
Build a professional identity in order to make values-based decisions and new structures to manage remote teams and the threat of disconnection and drops in productivity.
Furthermore, your relationship with your team is integral to managing these unique challenges.
Come out the back of this crisis with a new understanding of how important strong relationships and structures are to taking the chance out of your culture.
Build a professional identity in order to behave in a way that’s best way for the team under pressure and prove your value to your organization through the most challenging of times.
Understand yourself and others at a deeper level in order to communicate with influence effectively and role model leadership without a formal title.
Identify the difference between Managing vs Leading and obtain new levels of performance under adversity.
Come out the back of this crisis front of mind for new leadership opportunities and take the chance out of culture.
