Coaching as a leader
What is it?
Coaching, (through care, listening, questioning, and support) is an important part of our behavior as we become more experienced as leaders. However, there are challenges in being leader as coach, as opposed to being an independent coach:
It’s just one component of your job: so sensing when to be in coach mode is important
Boundaries: you are not just a coach to your staff, if they report to you. Boundary setting is key
Self as coach: it takes considerable time to develop the skill of coaching requiring commitment
Areas I often explore with leaders who are using coaching in some form are; how to structure coaching, when to coach, when to signal coaching, presence, empathy, boundaries, somatic awareness, challenging, feelings, reflection and evaluation.
How might you develop it?
First, you may explore this topic with your own coach, to clarify your motivations, goals and how you may approach this element of your role as a leader. Some factors that may be important:
How you introduce, communicate and set expectations on coaching for your team
Your structure
Your time management and timing
Separating coaching from feedback
Acknowledging progression
Building trust
While it can be challenging to balance the responsibilities of hiring, firing, and managing, with being leader as coach, it is becoming increasingly important for organizations to leverage internal and external coaching as a means of developing their teams and fostering a positive work environment. My clients often want to work with their teams and also develop their own coaching style and build a culture that is more open to feedback, support and a culture of high coachability.