What is a Coaching Leadership Style?
Most of us have had a coach at some point growing up. Whether that was Little League, gymnastics, debate team or something similar, our experience with coaches is more than familiar.
At work, a coaching leadership style is a leadership approach that emphasizes the development and growth of individuals within a team very much like what we know of coaches in sports. A coach approach is rooted in the belief that leaders should act as guides and mentors, helping their team achieve their full potential while supporting their personal and professional growth.
Good coaches focus on empowering and developing individuals by providing guidance, support, and encouragement, as well as driving their skills and abilities. Coaching involves building strong relationships with team members to a gain level of trust that’s needed to grow a strong bond built on respect and rapport.
In the context of sports, coaching has been an integral part of team dynamics for centuries. The concept of coaching can be traced back to ancient Greece, where coaches played a crucial role in training athletes for the Olympic Games. Over time, coaching in sports evolved to encompass not only physical training but also psychological and strategic guidance.
In the 1950s, Timothy Gallwey, a tennis coach, introduced the idea of coaching as a way to enhance performance. Over time, this concept expanded beyond sports and found its place in organizational settings. Coaching leadership gained recognition as an effective approach, encompassing manager training, to improving employee engagement, productivity, and personal growth.
At work, the coaching leadership style gained popularity in the late 20th century as a response to changing organizational dynamics and management philosophies. Traditional management approaches were often hierarchical and focused on command and control. Managers told people what to do, they did it. Employees didn’t have much agency and empowerment in most workplaces.
However, with the rise of knowledge-based industries and the recognition of the importance of employee engagement, mental well-being, and empowerment, coaching has emerged as a more effective leadership style. People don’t want to be directed and told; they want to be empowered and trusted.
A coaching leadership style has several benefits.
Adopting more of a coach approach tends to foster a more collaborative and inclusive work environment where individuals feel more supported and motivated. Sure, a leader can tell people what to do all day long, but real collaboration needs a safe environment that’s empowering for everyone.
By focusing on the growth and development of team members, a coach can partner with an employee, leading to higher job satisfaction and increased productivity. Additionally, by providing personalized support and feedback, coach leaders help employees identify their strengths, weaknesses, and areas for improvement. Coaching leaders focus on building strong relationships with their team, which enhances communication and trust. This approach fosters a sense of ownership, empowerment, and continuous learning within the team. It also encourages open communication, trust, and collaboration, ultimately leading to increased job satisfaction and loyalty.
However, there are also potential drawbacks to a coaching leadership style.
Adopting a coach approach requires a significant investment of time and effort from leaders, as they need to provide continuous guidance and support to individual team members. This can be challenging in large organizations or fast-paced environments. Sometimes, coaching may not be suitable in situations where quick decision-making or a directive approach is required - in times of emergency or high stakes, for instance.
Some managers may not be wired with the levels of patience and empathy required in this kind of leadership approach. Adopting a coach approach may feel unnatural to folks who have more of a direct and forceful nature. That said, everyone can learn more about different leadership styles and do the work to adapt and finesse how they operate as leaders and gain more of these coaching skills.
TIPS TO MORE “COACH-LIKE”
SLOW DOWN: Does your team work at break-neck speeds? When a team is moving fast, driving to keep up with the workload, and speeding through their day, there may be little time to recognize coaching moments. Work to be more intentional with your team members and slow down to better tune into the micro-moments that may be opportunities for you to coach.
PRACTICE REALLY LISTENING: Yes, we listen in varying capacities throughout the workday. But, do you REALLY listen when your employee is faced with struggle or challenge? As leaders, we’re wired to be fixers and sometimes that moves us into directive action vs. active listening. Hear their words, as a question, pace your answer - these are all active listening techniques that help a leader harness more of a coach approach.
FOCUS ON FEEDBACK: Managers are getting feedback clues all day, the key is to pay extra attention to the ones that relate to your leadership style. Do people regularly come to share struggles with you - or - have they slowed or stopped coming? Do people say things like, “Thank you for listening” or “I appreciate your support”? Are you getting feedback that your leadership approach is working? Focus on the feedback that’s coming your way; it may be time to adopt more “coach-like” methods in the way you lead your team.
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders. Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.