{"id":20096,"date":"2023-11-07T06:17:46","date_gmt":"2023-11-07T06:17:46","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/coaching-makes-a-difference-in-leadership-ability-and-satisfaction\/"},"modified":"2023-11-07T06:17:47","modified_gmt":"2023-11-07T06:17:47","slug":"coaching-makes-a-difference-in-leadership-ability-and-satisfaction","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=20096","title":{"rendered":"Coaching Makes A Difference In Leadership Ability And Satisfaction"},"content":{"rendered":"
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It\u2019s wonderful to have someone else committed to your success as a leader\u2014giving you developmental feedback and holding you accountable in ways that foster your growth. And while it\u2019s often hard to find this kind of support in the normal course of working your way up the ranks, you may be able to get it from a coach. In a recent conversation, Scott Osman and Jacquelyn Lane, co-authors with leading business educator and coach Marshall Goldsmith of Becoming Coachable<\/em> and founder\/CEO and president, respectively, of 100 Coaches Agency, explain how coaching can change and improve the work of both individual leaders and the entire organization.<\/p>\n

Why Coaching Matters<\/h2>\n

A coaching stance is very different from the typical assignment and delegation in which leaders might ordinarily engage, so it triggers a different response. Even good leaders may inadvertently limit what employees can contribute and how much they can grow. \u201cIf you tell them what to do as a leader, their only choice is to follow what you say or not follow what you say,\u201d Osman notes. The third choice\u2014\u2018Well, here\u2019s what I think\u2019 is removed from the equation. You want to create that space for your followers to grow in the role and you want to be supportive of their growth\u2014and the coach can really help with that.\u201d<\/p>\n

Coaching is especially valuable in today\u2019s knowledge economy; it will grow even more crucial as AI-assisted work becomes more prevalent, because today\u2019s work no longer requires the top-down correction that used to be the norm. \u201cA lot of the language and systems that we created during the industrial revolution have not changed as the workplace has changed,\u201d Lane explains.<\/p>\n

Broader skills of understanding and conceptualization also come into play. \u201cPeople used to be like dexterous \u2018hands,\u2019 basically a machine. But we\u2019ve now transferred into this work of the mind. We\u2019re mind workers, but we still refer to ourselves as labor.\u201d Lane sees the future of work and workplaces as being \u201cthe work of the heart, and you can\u2019t direct people into the work of the heart\u2014you can only encourage them.\u201d<\/p>\n

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But the focus of executive coaching is not primarily self-improvement or managing feelings. \u201cThe whole purpose of coaching is to get better, whether that\u2019s better business results or better collaboration on your team,\u201d says Lane. \u201cBut even just to set out on that process of betterment requires us to be open to doing some things differently. So you have to be open to change. If you\u2019re not open to change, don\u2019t waste your money and don\u2019t waste your company\u2019s money. Change is an inevitable part of the process; you will be trying some new things.\u201d<\/p>\n

How To Decide Who Gets Coached<\/h2>\n

When you treat coaching as a business investment and a development tool, determining who should be coached is imperative. Rather than starting with individuals, Osman recommends identifying an organization\u2019s value-creating roles to ensure that coaching will provide sufficient business impact. Only after that should a senior leader assess potential development candidates. \u201cAre they open to coaching? Are they open to feedback? Are they open to taking action? Are they open to accountability?\u201d Osman asks. \u201cBecause if you\u2019re going to invest in coaching and they aren\u2019t willing to do those four things, then it\u2019s going to be a wasted investment\u2014they\u2019re not going to change.\u201d<\/p>\n

In high-value roles, notes Osman, \u201cYou want to have someone who loves that job, who thinks the job is the right job for them. They wake up in the morning and think, \u2018I want to do this job; I want to do it better; I can\u2019t wait to get to work! I\u2019m going to keep my life in balance, but I\u2019m gonna bring everything when I get there!\u2019\u201d<\/p>\n

Warning: Not Everyone Is A Good Coaching Candidate<\/h2>\n

Irrespective of their roles, not everybody benefits from coaching. Some people don\u2019t care enough about the organization; others feel coaching will challenge the ways they believe things should be done. None of us can see ourselves, Lane says. So one of the most significant functions of coaching is to gain self-awareness, which requires being willing to hear feedback from your coach. Osman suggests that many people need to reach an \u201cinflection point\u201d before they become interested in coaching. \u201cThey\u2019ve reached the end of their rope, and they realize the way they\u2019ve been doing things will not work anymore, and if they don\u2019t make a change, they\u2019re out; they\u2019re done,\u201d he says. \u201cAnd the other inflection point is people who are doing really well, but they realize that there\u2019s a way to do exponentially better\u2014and they want<\/em> exponentially better.\u201d<\/p>\n

Coaching\u2019s greatest benefit comes with the recognition that \u201cWe think we have to be top of the class and perfect\u2014and then all of a sudden we learn that you don\u2019t have to hang on to that,\u201d says Osman. \u201cWe\u2019re going to be leading people; we\u2019re going to be achieving together. We\u2019re going to be celebrating the amazingness of the people on our team before we even think about ourselves. It\u2019s liberating\u2014and so is change.\u201d<\/p>\n

We\u2019re In This Together<\/h2>\n

Senior leaders can help employees see how valuable coaching by taking advantage of it themselves and letting people know that coaching is meant to support rather than to perfect. \u201cAs a leader, you\u2019re setting an example,\u201d says Osman, \u201cand if you can show people that change is something to be proud of, that it\u2019s not shameful, then the people who are currently hiding their problems\u2014because they\u2019re afraid they\u2019ll be shamed if they\u2019re outed\u2014stop hiding their problems. Then you can address those problems and the entire business can flourish.\u201d<\/p>\n

There is nothing more inspiring for employees,\u201d says Lane, \u201cthan someone who has the intellectual humility to say, \u2018I need help. I don\u2019t have all the answers. I would like to enlist your support.\u2019 And also the confidence to say, \u2018I can make a change\u2014I can do better.\u2019 This is a journey that people can go on together. When people can say, \u2018I don\u2019t have to carry this alone, we are doing this together\u2019 and really tap into the power of the collective, how much further they and their organizations can go!\u201d<\/p>\n

Leaders who accept coaching themselves are much happier and more fulfilled, notes Osman, and they tend to share what\u2019s made them more successful. \u201cAsking for help is incredibly liberating,\u201d he says. \u201cFor however long, you\u2019ve thought that, as a leader, you have to have all the answers. You have to be there for everybody. You have to be strong. And then, all of a sudden, one day you wake up and you realize that \u2018I don\u2019t,\u2019\u201dand it\u2019s at that point when the leader becomes accepting of support that the entire organization can flourish.<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

It\u2019s wonderful to have someone else committed to your success as a leader\u2014giving you developmental feedback and holding you accountable in ways that foster your growth. And while it\u2019s often hard to find this kind of support in the normal course of working your way up the ranks, you may be able to get it […]<\/p>\n","protected":false},"author":1,"featured_media":20097,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[76],"tags":[],"class_list":{"0":"post-20096","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-leadership"},"yoast_head":"\nCoaching Makes A Difference In Leadership Ability And Satisfaction | Brandiary<\/title>\n<meta name=\"description\" content=\"It\u2019s wonderful to have someone else committed to your success as a leader\u2014giving you developmental feedback and holding you accountable in ways that\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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