In a previous article I shared, ‘5 questions that will forever change the way you lead’ the aim was to help you create more focus, more courage and more resilience, helping your team members do their best work. In the work context, we can consider coaching as a tool in the leader’s toolkit. In the same way as a craftsperson selects the right tool for the task, leaders can use coaching as a tool.
Here are some opportunities to apply coaching at work.
‘Coaching is emotional intelligence in practice’ – leaders with emotional intelligence can connect, influence and inspire others. Through coaching, your people can benefit from personal and career development, the team is strengthened by having motivated and skilled people, and the coach-leader has more time to be result-focused.
If you would like to have a model to help you lead like a coach, practice ‘Using GROW…’. This is a structured coaching conversation using the model’s four pillars: Goal, (Current) Reality, Options, and Will (or Way Forward).
Earlier this year, I shared ‘10 common mistakes you need to watch out for when using a coaching leadership style’. Skills are developed with practice. Therefore, developing your coaching skills will only come from continuous practice.
Coaching improves overall employee engagement and efficiency and makes a positive impact on a company’s culture. When leaders encourage their team to do the work, they come up with their own perspectives, ideas and solutions, their direct reports become more engaged and take ownership of their growth; this draws out the brilliance in the person or team being coached.
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