In today’s fast-paced and competitive business world, there is no doubt that employees are an organisation’s most valuable assets. They fuel the organisation to run and they maintain the organisation’s proprietary products and services.
Studies show, that employee skills account for 85% of a company’s assets. Management guru Peter Druker says: “The most valuable assets of a 20th-century company were its production equipment. The most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity.” This means that nowadays, employee efficiency and engagement plays a big role in the pacing and growth of an organisation.
Sadly, not all organisations succeed in engaging their employees. Because of that, they struggle or even fail to grow, making them stagnant and later irrelevant.
Adopting a coaching leadership style has been proven to address this dilemma. Studies show that organisations adopting a coaching leadership style have improved work performance and an increased success rate of bringing in their projects on time.
Here’s why leaders as coaches get such great results:
1. They listen better and reflect on what others are saying.
2. They are more socially and emotionally intelligent which means that they have greater self-awareness and empathy for other people.
3. 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.
4. They have more of the “soft skills” and use them more frequently with employees.
5. They spend more time coaching and supporting employees rather than giving instructions and expecting them to be followed absolutely.
6. They set employees up for success rather than failure; they want them to succeed.
7. 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.
Adopting a coaching leadership style helps employees get more motivated and engaged. With this leadership style, coaching engages employees by encouraging them to reflect on how their jobs connect to the organisation’s visions and goals. Once they have established this connection, they become more committed. Also, leaders give employees the praise they deserve whenever they do a job well. With this, employees feel their efforts are not in vain and that they are making a difference in the organisation.
Bill Walsh said it best: “As the leader, part of the job is to be visible and willing to communicate with everyone.” With a coaching leadership style, this will be possible.
If you want more engaged employees, consider training your managers into leaders who coache so that they spend more of their time “asking” rather than “telling”. They will be more satisfied and their staff will be dramatically more engaged.
If you want to incorporate coaching into your organisation and become a professional coach yourself, you can contact the Australian Institute of Professional Coaches 1 300 309 306 or email us at firstname.lastname@example.org . We look forward to speaking with you soon.