We all have a “drift”—patterns and defaults we fall into when we’re not being intentional. This post explores how recognizing your personal and group drift is the first step toward change, and how taking a conscious stand allows you to move beyond mediocrity and create...
Read MoreCoach-Style Leadership
Bringing Coach-Style Leadership to the Organization
Asking, Empowering and Guiding
“You manage things; you lead people.” – Admiral Grace Murray Hopper
In today’s business, there is an increasing shift from the traditional style of management to what is called coach-style leadership. Traditional management style is one of “telling,” “supervising” and “disciplining.” It is often seen as controlling and top-down. Coach-style leadership involves, “asking,” “empowering” and “guiding.” It is often seen as a partnership, rather than a hierarchy. (Note: in today’s professional world there is more prevalence of the term “coach.” However, just using that moniker does not mean you are coaching your employees.”
We distinguish the traditional managerial culture as being grounded in deep background commitments to CONTROL, ORDER and PREDICTION (COP) and a coaching culture as characterized by new commitments to ACKNOWLEDGE, CREATE and EMPOWER (ACE). (Coaching and the Art of Management, Evered and Selman)
Coach-style leadership may not be easier than the traditional style of management, but it IS more effective. It generates buy-in and engagement from employees. It creates a higher level of productivity. It results in a sense of partnership that allows employee to grow and thrive in their positions. Read Leader As Coach.
