Adopting a coaching leadership style in relation to employees has been found to be an essential component of developing a supportive approach to employee growth and development and the retention of talent. Here’s why managers and leaders as coaches get such great results:
- They listen better and reflect on what others are saying.
- They are more socially and emotionally intelligent which means that they have greater self-awareness and empathy for other people.
- They still focus on results but they also focus on employees as people, trying to discover who these employees really are and what’s going on in their lives.
- They have more of the “soft skills” and use them more frequently with employees.
- They spend more time coaching and supporting employees rather than giving instructions and expecting them to be followed absolutely.
- They set employees up for success rather than failure; they want them to succeed.
- They value personal growth and embrace opportunities to expand their knowledge and skills.
Coaching engages the “hearts” and minds” of employees. It lets employees know that you are interested in them and how things are going for them. It encourages and motivates them when things so astray. It affirms their strengths and channels their productive behaviours into worthwhile pursuits.
If you want more engaged employees, consider training your managers and leaders as coaches so that they spend more of their time “coaching” rather than “doing”. They will be more satisfied and their staff will be dramatically more engaged.