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Leadership

The Coaching Leadership style focuses on developing people for the future by joining the development of individuals goals with the long term goals of an organization’s success. The coaching leadership style aims to develop others with self-awarness, emathy and emotional intelligence competencies.

The Coaching Leadership style is very beneficial to both the organization and individuals as both their success and the organization’s long term goals are aligned with the organization’s missionT

Why Coaching Leadership?

The traditional “command and control” style of management is no longer effective in today’s environment, which requires rapid response, creativity, resilience, and individual performance in order to remain competitive. Failing to address the above point leads to the following common problem areas:  

  • Lack of engagement: low productivity, communication breakdown, working in silos 
  • Poor collaboration: obstacle for knowledge sharing, higher operational costs
  • Resource turnover:  leadership unable to lead with clarity 

 

What are the benefits of a Coaching style leadership?

Transformation happens when people find internal solutions by developing a new perspective and mind set. The result is a far-reaching change that goes beyond just the immediate problem to increase the capacity and skills of the individuals/groups with the following benefits for the team and the organisation:

  • Tight Collaboration across cultures and regions
  • Positive thinking and moving forward culture
  • Values alignment between employees and leadership
  • Employees Fulfilment in performing their role, resulting in higher retention.
  • Higher Productivity by removing inefficiencies in communication
 
Which Coachiing skills?

The following are some of skills included in the wider Coaching LEadership model:

  • Acknowledgment / Championing – Appreciate the individual’s qualities and celebrate successes
  • Bottom-Lining – Convey the essence of the story
  • Challenging – Encourage team members to go beyond limiting self-beliefs and validate big assumptions
  • Holding the Focus – Keep a laser focus attention on the agreed objectives
  • Meta View – As a manager, see the bigger picture, the balcony view versus the dancing floor
  • Powerful Questions– Invite team members to a new level of clarity and call for action. Connect with individuals at a deeper level.
  • Reframing – Help individuals to find different perspectives
  • Forward Action – Create a team’s forward-moving mindset with Learning & Accountability as inseparable partners
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Case Studies

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