Develop employees who grow
and take responsibility

In most organizations, coaching employees has become a familiar concept. Research by Daniel Goleman clearly shows that a coaching leadership style delivers stronger results over the long term than managing purely through instructions. Teams show greater agility, motivation and ownership. For today’s manager, this sometimes requires new behaviors. Coaching is less about solving problems and more about developing people.

The focus of a coaching leadership style

Managers are responsible for ensuring that a department runs smoothly, that goals are achieved, and that employees continue to develop. With a coaching leadership style, the emphasis shifts toward self-direction. You guide employees in making decisions, taking responsibility, and strengthening their motivation. As a result, the team becomes less dependent on your direct control.

For organizations that value learning and development, this leadership style works particularly well. Coaching employees does require the necessary insight and practice. Only when your behavior and communication align with coaching principles will employees truly develop the ability to guide themselves.

7 elements of coaching leadership

Coaching leadership becomes powerful when the following elements come together:

• You encourage employees to take personal leadership.

• You help others become aware of how they can guide themselves.

• You make goals, strategy, and direction clear and understandable.

• You motivate and inspire by explaining the purpose behind decisions.

• You develop leadership skills in others so they can continue to grow.

• You communicate clearly, listen actively, and remain nonjudgmental.

• You give recognition in a way that encourages growth rather than dependence.

A coaching leadership style gives employees both confidence and responsibility. You create the conditions, and they take the steps.

Want to further develop this leadership style? Take a look at our Coaching Leadership training course.