Expert tips on exactly what to say to lead your team, motivating inspiring and facilitating their efforts to great results.
Today’s post is by Keren Eldad, author and TED speaker.
Over the course of several years as an executive coach, I’ve been asked many times from company leaders for some pointers on how to take what they have learned in coaching back to coach their teams. Here’s the catch: they only ask for these pointers after a coaching series, making it relatively easy to help.
Before the coaching series, most executives are convinced that they already function as “coach,” and that they do so very well. In my experience I have found that most leaders see themselves as inspiring and accountable from the get-go. However, through coaching, assessments and anonymous 360s, a different picture often emerges – not of a coach, but of a manager who controls and commands. These managers often find that those methods – while still prevalent and pervasive – are not effective to productivity, and in fact mostly lead to toxicity, gossip, lack of accountability, a lack of engagement, a fear of speaking up in the organization and in most cases I have witnessed: a talent retention problem.
Embracing a leadership focused on coaching is far more empowering and effective. In the words of Adam Grant: “coaching might be more essential than mentoring to our careers and to our teams. Whereas mentors dole out words and wisdom, coaches roll up their sleeves and get their hands dirty. They don’t just believe in our potential, they get in the arena to help us realize our potential.”