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 and often shape how we think about guidance and growth.
In the workplace, a coaching leadership style is a leadership approach that emphasizes the development of individuals, similar to what we know of sports coaches. It's rooted in the belief that leaders should act as mentors and guides, helping their team achieve its full potential while supporting 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.
Coaching: From Sports to the Workplace
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.
By the late 20th century, as workplace dynamics shifted, coaching leadership emerged as a response to the changing needs of knowledge-based industries. Traditional command-and-control management models no longer sufficed. Employees increasingly wanted to feel empowered and trusted, not just directed.
Why HR Directors Should Advocate for Developing a Coaching Leadership Style
A coaching leadership style has several benefits for both managers and organizations.
Adopting a coaching approach helps cultivate a collaborative and inclusive work environment where employees feel supported and motivated. Rather than simply telling employees what to do, coaching fosters a culture of empowerment. This, in turn, leads to increased job satisfaction and productivity, as employees are encouraged to take ownership of their development.
By providing personalized support and feedback, coaching leaders help employees identify their strengths and areas for improvement. This emphasis on relationship-building strengthens communication and trust within teams, enhancing loyalty and continuous learning. As an HR leader, promoting coaching across the organization can boost overall employee engagement and retention.
However, there are also potential challenges to a coaching leadership style.
While coaching has its benefits, it requires significant 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. For those with a more direct leadership approach, adapting to a coaching style can feel uncomfortable. However, as an HR director, you can support managers by offering training and resources to help them develop these critical coaching skills.
TIPS FOR HR TO ENCOURAGE A MORE COACH-LIKE APPROACH
SLOW DOWN: Does your team work at break-neck speeds? When a team is moving fast, managers can easily miss coaching opportunities. This is where you can step in and encourage leaders to be more intentional, slowing down to recognize and capitalize on micro-moments for coaching.
PRACTICE REALLY LISTENING: Yes, we listen in varying capacities throughout the workday. But, do you REALLY listen when your employee is faced with a struggle or a challenge? HR leaders can help managers improve their listening skills, moving from problem-solving mode to active listening. Encourage leaders to pace their responses and ask clarifying questions to ensure they fully understand their team's challenges.
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. HR can support by providing tools to track and assess leadership effectiveness and by encouraging ongoing feedback.
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.