The Leader As Coach - How to Drive Great Performance

By Sandra Z Green

As an executive coach, I'm passionate about the power of coaching. Coaching can yield tremendous results:

For an individual who's been blindsided - usually by old limiting beliefs

For teams who lack trust and respect

For organisations seeking to drive strong performance - in the wake of falling sales and demanding customers

The leader as coach means letting go of the reins. It means truly delegating and being crystal clear in terms of expectations. Coaching must become a core capability / skill / behaviour (whatever label you wish to give). A recent survey in a global pharmaceutical company compared the competencies of leaders with the competencies of a coach. Seventy five percent of the competencies were the same.

I have personally worked in organisations with plenty of JDI leadership (Just Do It). This style of leadership works well for right now. It works well in crisis. It works well in high urgency projects. Used consistently JDI turns employees off. Motivation falls dramatically. Productivity issues appear. Absenteeism increases. Grievances become the norm.

Coaching on the other hand has been proven again and again to have positive and lasting results. On the way people feel about themselves, their colleagues their company. The impact on bottom line - reducing costs, driving revenue, increasing profit. It amazes me why more organisations are not using coaching.

So, why is it so difficult for leaders to coach?

I've delivered many coaching skills programmes. And, I've witnessed many common traps that leaders repeatedly fall into.

1) The Inability to Listen

Leaders are filled to the brink with problems to solve; projects to deliver; people to influence; teams to motivate. When asked to sit and 'listen' they can't! Their brains are trained to be doing; to be speaking; to be acting. Being silent, watching, reflecting and not judging is actually incredibly difficult for a lot of leaders to do.

2) Losing Control

The second trap leaders fall into is the thought of losing control. Leaders hate it when they ask their team to deliver a piece of work and it is not done they way they would have done it. Time and time again leaders forget this simple rule. It's the RESULTS that matter not the METHOD. It doesn't matter how the project get done. It's what the end result is that does matter. Simply put, leaders hate the thought that they are losing control by not having it done their way.

3) It Takes to Long

Leaders are limited in their time. It is far quicker to tell someone what needs doing than to coach them. (In the short term, they are right). Whenever we take on something new, it always feels alien to us. Think about the last time you tried a new hobby / activity / sport. It can feel uncomfortable and odd. You have to see the long term benefits and make the time.

"Invest the time today to reap the rewards tomorrow".

A 2010 study by Henley Business School and Lane 4 found that 28% of companies surveyed (approx 250 managers) did not use coaching. Of the business that did, 28% saw greater employee morale and 20% an increase in productivity.

In a report by the International Coaching Federation (ICF), there were many benefits identified to having coaching:

•increase in sales and revenue (23%)

• improving work relationships within a team (50%)

• being able to see other perspectives (47%)

• increasing motivation (43%)

• performance improved (43%)

• changing approaches to work situations (37%)

Surely more and more companies should be investing in coaching?

Let's take a look at how you as a leader can implement coaching - TODAY!

1) Give regular and ongoing feedback. Employees are desperate to know how they are getting on. What do you really think about them? What are they doing well? Too few leaders wait until performance review time. Or are you a leader who will only give them feedback for something that has gone badly? Start TODAY. Give one of your team members positive feedback.

2) Start Asking Questions. Stop Giving Answers. Ask "What do you think the issue is?" Why has it occurred? What are ways to get around it? What would you do if you could? Be patient. You'll be amazed at how quickly they respond and thank you for it.

3) Use Goal Setting. Ensure every team member has a set of goals. Does he / she know what they are working on and why? Be clear on your expectations, the rewards, and the consequences. Goal setting is a simple and powerful tool. And there's plenty of support out there for setting great goals.

So there you have it. A simple plan of action for how you can be a leader and a coach. Implement these three simple steps and you will soon see the results.

Sandra Green is founder of http://www.handbagsintheboardroom.com a website dedicated to helping working women achieve their career and life goals. Building confidence, influencing others, managing work and family, executive presence, self belief and much more. Offering one on one coaching, leadership programmes, online membership, womens conferences, seminars and products. Sign up here for the weekly careers guide:http://www.handbagsintheboardroom.com.

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