Learn to Lead as a Coach
I often find articles that speak to coaching being a central component of leadership, and this heartens me to see coaching embedded in the expectations of our leaders. That said, I also believe that there is confusion out there about what effective coaching looks like in practice. The process of truly powerful coaching requires specific skills, training and intentional practice to develop mastery.
Let’s back up and start with The International Coach Federation’s definition of coaching:
The ICF defines coaching as, “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
Underpinning this definition from the ICF is the purpose that drives the coach leader: to coach in a way that truly inspires their clients to reach their highest potential. Here are my top three strategies to unleash your coaching potential and assist your clients in their pursuit of excellence:
1. Believe in your employee
Holding the belief that your employee is capable and competent in that moment will keep your mind open and your judgement at bay. This is a fundamental shift that you must embrace as you settle into coach mode. It isn’t easy, but it is essential. As a professional coach I hold all of my clients capable of finding their own path and solutions when I partner with them and ask powerful questions to unlock their thinking. The truth is that people feel that energy from us and they know if we believe in them or not. Give your employee the gift of truly believing in them and notice the shift that happens within you (and them).
2. Stay curious and park your judgement
This can be challenging for us when an employee makes a mistake or is on the wrong path. I had an employee who had made a poor judgement call and went over my head with a concern about a project and I was extremely frustrated by this behaviour. It would have been very easy for me to call that individual into my office and tell them how inappropriate that was and lay down the rules going forward. Instead, I worked hard at releasing judgement in that moment and I got curious about what was going on for them and why they made that choice. It was an exercise in me asking questions rather than telling them why I felt their action was wrong. By the end, I learned a lot about this person and the way they think and they understood that I was disappointed in the choices they had made. Needless to say, the message got through to them and I had the benefit of a lot more understanding to inform our work together moving forward.
3. Release the idea of being right
Is this one hard for you to wrap your mind around? Is it hard to imagine that as a leader you might not be right? This is one of the hardest mindset pieces for the leader as coach to embrace; the idea that there might be another way that looks different from yours! Practice releasing the idea of you having all the answers or being right in any given situation and notice what happens for you. You might find it easier to ask questions when you embrace this idea and it will definitely get noticed by your team! The leader as coach is open to new possibilities and the only way to find those possibilities is to stop providing your answers and start listening to the ideas and solutions that your team has generated.
If you describe yourself as a leader who uses coaching, then I encourage you to practice these three mindset strategies and notice what happens. The art of supporting others to reach their potential requires us to show up differently and engage in a different kind of partnership. I believe in you and your ability to make this shift, and I promise you that the rewards are worth it!
My belief in the need for coaching leadership has never been stronger than it is today. That is why I created the Courageous Coaching for Leaders virtual training program for managers and leaders who want to LEARN TO LEAD LIKE A COACH. Sign up today and become a coaching leader!