Coaching has become the latest creative style of leadership and management in work environments. Coaching skills has shown to be effective in developing self-esteem in team members and enhancing problem-solving techniques. Companies are beginning to recognize the efficiency of this kind of leadership and there is a growing demand of hiring professionals who can play coach to employees or who can train leaders and managers in this style of administration.
Blending some of these techniques to your style of leadership can enhance your own skill level and could increase general job satisfaction for you and also among your team. According to Executive Coach OraShtull, Founder of OraCoaching, the number one tool to utilize under coaching skills is ‘the question’. A leader does not have to be the person with all the solutions or all the know-how. Asking questions can generate conversation and thus involve the team further in the process of problem-solving. This could help increase levels of motivation in the team as their perspectives are given more significance and taken into consideration. Just a simple question about how things are going can make members more verbal, which could cultivate more trust and also create a more encouraging environment.
Questions can also get members more engaged in the decision-making process. When problems arise, leaders need to try curbing the need to rush to a solution or sending out directives to everyone. Instead, ask questions like what they think are possible solutions or steps ahead from the situation. Getting the team involved can bring about different thought patterns and point of views. It can also inspire the team to understand their goals and the company goals better.
Most professional coaches agree on the importance of questioning. Shira Ronen, Founder of Spectrum Consulting tells managers to embrace the motto of “When in doubt, communicate”. The coaching style is all about bringing about communication. Increasing communication between leaders and their teams and increasing the quality of that communication. Ronen goes on to say that asking open-ended questions is more likely to invoke such kind of communication. It is essential to the team’s growth and subsequently the company’s growth as well,for all members to feel invested in the team. Thus getting members to think of the roles they play and how they would like to see themselves grow in that role (or maybe even out of that role) are the kind of questions they need to be asked.
Leaders need to always have feelers out as to how their employees are doing. If you sense discontent or frustration, having a one-on-one meeting with that employee could really boost morale. Having one-on-one meetings once in a while in general with employees to discuss their point of view or their take on a situation is also always a good way to improve engagement.
While inculcating these skills, you must remember to really listen to the input you are receiving as well. Imagine yourself to be the person in the team that others want to share their thoughts and ideas with. Being receptive, asking the right questions and communicating can make you the coach your team requires.