Coaching and Leadership in the Workplace

According to Mike Noble in his post, Transform Supervisors into Coaches: Five Steps for Coaching Success, a reliable supervisor is a coach and not simply a boss. The most effective supervisors are those who can coach and work together. If one is able to coach their staff members efficiently then they have the ability to produce sustainable long-lasting results on their own and their business. Training is action of helping others to carry out better, whether it is through feedback, demonstrations, or mentor.

It is buying individuals within a company and shaping them into better staff members so that they can not just perform their jobs better, but also better get approved for promotions. Mike Noble’s article breaks down the 5 actions essential for effectively ending up being a coaching leader and the benefits of turning into one. By training your staff members, you end up being a transformational leader who boosts along with creates brand-new experiences for staff members, therefore gaining a more powerful level of dedication from them.

The primary step to changing a manager into a training leader is to build an individual case for training.

The manager needs to wish to develop their training abilities and see the importance of developing them. When a manager understands that they can accomplish better outcomes through coaching rather of taking a command and control action to management, they will want to develop their skills as a coach. Supervisors are more inclined to take the opportunity when they understand that many effective leaders and executives are coaches in their respective disciplines.

Next, company expectations need to be set relating to training.

By clarifying the expectation that coaching is the primary responsibility of each manager, you are developing a coaching culture. If a company or company has a strong corporate culture of training, it produces a positive environment that employees desire to belong of and take part in within that company or organization. Coaching should be a part of every manager’s job description. For the third step, one need to teach coaching skills and put them into practice. Training does not come naturally for everybody and core-coaching skills can be taught in a range of methods.

The key to developing good coaching skills is being able to put them to use in real life situations when coachable opportunities occur. If you want a manager to transform into a good coach, there is no better way than to give them a coach of their own so they can experience things hands on. The fourth step in the transformation process is to be assigned a coach. By assigning them a coach, it enables a manager not only to experience the benefits of coaching but provides an effective model for coaching others.

The final step to developing a coaching manager is to reward the best coaches with the best jobs. Those with the strongest coaching skills are potentially the strongest performers and therefore the best candidates for important manager and executive roles in an organization. The benefits of becoming a coaching manager are career advancement and overall benefits to the organization with strengthened skills in their employees. Right now, I have an authoritative style of leadership, but I strongly want to develop my coaching skills and modify my behavior.

My store manager is a strong coaching manager who I admire greatly and she is my coach from whom I learn all my lessons. I have all the habits of a strong ethical leader in that I have strong personal character and a passion to do what is right. I always try to consider the interest of the stakeholders, be proactive, and model the values of my company. All of these qualities make me a good manager, but I do not just want to be good, I want to be the best. If I am to be the best, I have to develop the strongest team and I can only do by coaching them to be better.

Right now, I am just an assistant restaurant manager with McDonalds, but I intend to move up and desire nothing more than to move through the ranks quickly. McDonald’s focuses its training on coaching and improving performance, so that is why I find this article so relevant to leadership styles. You can coach someone to make decisions that are more ethical and do the right thing. If developing a coaching leadership style means I will build a stronger team at my restaurant, then that is what I want to do.

I want to be able to share my strong ethical culture with others and the best way for me to do that is to coach them. I want to foster long-term success among my people and create a positive climate where people want to work. As of right now, I have gone through four of the five steps in developing myself as a coaching manager. I have identified my personal case for coaching and I know what is in it for me. I want to move up and that is my motivating factor. My store manager at work has set firm expectations for me in becoming a coaching manager.

She has set goals for me and I am working on achieving them. At work, I bring the skills I am developing onto the floor and implement them into situations as they occur. I learn new things daily from my coach, my store manager Jessica, and I try to share those things with the people I am coaching. At this point in my career, I can only hope that the things I am learning and bringing onto the floor are effective and I will soon see myself reap the reward of becoming a first assistant manager at work and one day becoming a store manager.