I’m so tired of my coworkers not being able to do anything without asking me. How should I reach the difficult person in my team? I get frustrated when my co-worker doesn’t do as I say. I wish my team would be more independent, I am constantly interrupted when they ask me for advice.
These are sentences from various coaching conversations. In leadership coaching, goals often revolve around getting employees to have a greater ability to lead themselves. As a manager, can I influence my employees? How can I, as a manager, influence my employees?
This leads to the powerful coaching leadership style. How can I be a leader with a coaching approach?
Here, I’m sharing three powerful tools you can use to get more accountable and self-motivated employees.
1. The attitude – I have faith in that you are a resourceful person
See the employee as a person who has the ability to find their own answers and solutions towards the goal. Treat the employee not just as they are, but as they can be. When we look at people with the belief that you can, we also begin to look at ourselves that way.
2. Let go of control – give responsibility
Control can be about uncertainty. How confident do I feel in my role as manager and leader? What needs do I have? Have I catered to them? What do I need to let go of, in order to hand over more responsibility to my employee or team?
3. Reduce tips and advice – increase listening, confirmation, and open questions
It is often easy to share our own way of solving problems and challenges – we feel good, knowledgeable and like experts.
Although we mean well, it usually does not lead to more independent employees, on the contrary, it can give a signal that the employee does not have sufficient capacity or needs our approval before they act. It can give a feeling of insecurity and inadequacy, as well as the message that my own potential is not valued. It does not lead to increased self-leadership.
A coaching approach in a problem situation begins with listening openly, without prejudice, and without offering your own solutions. What makes this situation a challenge for the employee? What is it about? As a manager, confirm that I hear that it is a challenge for you. Let the employee come up with a solution.
Coaching leadership helps employees overcome fears and obstacles, increases motivation, and also helps you as a leader to gain more insight. Trust increases, which leads to us reaching out and building better relationships. This in turn leads to employees with a higher ability to manage themselves, which frees up valuable time for you as a manager.
Did you know that 65% of employees in companies where coaching is valued are highly motivated. ICF / HCI Research
What change can you make in your own actions to be a more coaching leader?
Nina certified coach and entrepreneur at Coachmore