Leaders who adopt a coaching style take an individual approach to recognizing and cultivating the talents of each team member, while directing everyone towards a common goal. Dale Carnegie is a classic example of someone who used leadership style as a coach. This style is based on the leader sharing their knowledge verbally to help guide and shape employees. Workplace mentoring programs use this style of leadership training.
A mentor shares their knowledge with learners, and that person focuses on absorbing as much of what is being told as possible. The non-managerial style of training by leaders is based on asking questions, listening and creating an atmosphere without prejudice. The goal is to help employees connect with their inner creativity and learn to solve problems independently. A situational style describes a leadership coach who uses a managerial or non-managerial approach depending on the situation.
Managers should first begin to feel comfortable with non-managerial methods before adding some management training. There are many wonderful examples of famous training leaders throughout history. Coaching leadership is characterized by collaboration, support and guidance. Coaching leaders focus on getting the best out of their teams by guiding them through goals and obstacles.
This leadership style is very opposed to autocratic leadership, which focuses on top-down decision-making. In this video, Jenn, Career Advisor at Indeed, explains the bureaucratic leadership style in management and provides examples to help you identify if this style is right for you. The coaching leadership style works best with a highly trained leader and team members who are receptive to change. Successful application of leadership coaching strategies can develop successful mentoring relationships in your organization.
As concluded in the literature section of an article by Berg and Karlsen in BI Norwegian Business School, there is little concrete description and research of the Coaching Leadership Style. One approach may be to train the coaches of the future to create a spreading effect that is not based on you being the sole coach in the organization. In this training environment, employees learn to better adapt and use innovation to pave the way for business growth. Finally, the coaching leadership style is based on empowering individuals and teams to be their best selves.
Therefore, coaching leaders can create a work environment in which people are highly motivated, eager to learn, and willing to collaborate. An experienced leader coach can encourage balanced thinking and point out prejudices that don't help or harm. The person receiving the training must be motivated to develop and must be willing to receive feedback; both require that prestige can be set aside. Coaching leadership differs from other styles in that it is based on a collaborative partnership focused on achieving objectives.
With this in mind, it's important that you establish outreach before implementing the coaching leadership style. Embracing a coaching leadership style (CLS) means targeting the latter, helping employees grow and develop personally with their long-term goals in mind (Berg & Karlsen, 201). It also means providing them with resources such as mentorships or workshops that will help them reach their goals faster and more efficiently. Additionally, CLS encourages employees to take ownership of their own development by providing them with opportunities for self-reflection and self-assessment. In conclusion, coaching leadership is an effective way for managers to foster an environment of growth and development within their teams.
By providing employees with resources such as mentorships or workshops, managers can help employees reach their goals faster and more efficiently while also encouraging them to take ownership of their own development through self-reflection and self-assessment.
