Growing up, some of my sports coaches were the most ruthless and demanding people I ever met. They used fear to push our team to physical and emotional limits, intimidated us with ultimatums and didn't seem to really care about us as human beings. They did everything they could to win - and we were given punitive training when we lost.
When I started my first job, I expected my managers to be like my coaches. Because businesses have to actually make money, not just win a few games, I was afraid of messing up. But I soon realized, I was never really afraid to fail because my manager was the complete opposite of my sports coach. He was patient, understanding and, above all, kind. It seemed like he cared about me as much as he cared about his job, even though the stakes are ultimately much higher in the office than on the sports field. Also read more about team high performance.
Contents of this article
- Employee Satisfaction
- Coaching leadership
- How do I provide coaching leadership?
- How does a coaching management style differ from a traditional management style?
- What leadership styles are there?
- Coaching leadership style
- Democratic leadership style
- People-oriented leadership style
- Authoritarian leadership style
- Visionary Management Style
- Competitive management style
According to research, 94% of employees who like their manager are passionate about their job. Conversely, 77% of those who dislike their manager hope to leave their job soon.
A good manager is essential to employee satisfaction, performance and retention. But what makes a good manager?
Coaching leadership is one of the leadership styles that managers use to motivate employees and achieve success. It is a style that looks at team members' strengths and weaknesses, their motivations, and the commitment is to help each individual improve.
Coaching leadership, defined as such in the 1960s, is very common in today's workplace. The positive nature of coaching leadership promotes the development of new skills and encourages a confident corporate culture. Leaders who coach are often seen as valuable mentors.
How do I provide coaching leadership?
Coaching leadership creates a culture of great performance. Characteristics of this culture are collaboration, empowerment and satisfaction. Coaching leadership includes coaching mindsets and behaviors.
A coaching leadership style is underpinned by clear skills and ethics, including:
- partnership and cooperation
- belief in potential
- trust and security
- powerful questions
- active listening
- learning and development
How does a coaching management style differ from a traditional management style?
A traditional management style such as "command and control" is one in which leaders feel they always know best and have all the answers. A coaching management style creates a collaboration between the leader and team members in which everyone is given space. This shift puts people in charge of their own performance.
Also read more about the ' Performance management cycle '
What leadership styles are there?
In general, six different management styles are recognized
Coaching leadership style
A coaching manager strives to improve the long-term professional development of his employees. Coaching managers have a passion for teaching and love to see their employees grow. They have great patience with short-term failure, as long as the team learns from it and improves as a result.
Democratic leadership style
The democratic manager actively engages the people to whom leadership is given. Democratic leaders often seek feedback and input from subordinates. They encourage conversation and participation in the decision-making process.
People-oriented leadership style
This is a leadership style that puts people first. Whereas task-oriented leaders are strongly focused on getting a job done, people-oriented leaders place more emphasis on the development and engagement of their team. The well-being of employees takes center stage. Democratic and participatory decision-making processes are used to secure contributions from staff members, and their personal development - and the success of the organization - is at the forefront of all activities.
Authoritarian leadership style
These leaders tend to make choices based only on their own ideas. They do not listen to their team or seek input from others.
Visionary Management Style
A visionary manager communicates a goal and direction that employees believe in, which convinces the team to work hard and execute his/her vision. Visionary managers usually let their employees work on their own terms, as long as they are productive. Managers will monitor their team primarily to make sure they are on the right track or to share new insights.
Elon Musk, Tesla Technoking and SpaceX Chief Engineer"People work better when they know what the goal is and why. It is important that people look forward to coming to work in the morning and enjoy working."
Competitive management style
The competitive leader focuses on continuously improving performance; always aiming for faster and better. This leader also expects this commitment from his team members. He/she works hard and sees himself/herself as an example.
An effective leader can lead from the front and give clear directions. At the same time, he or she instills confidence, self-esteem and commitment in his or her employees.
A good manager must have both coaching skills and leadership abilities. This is because coaching and managing are complementary skills.
Leaders who take a coaching approach are called " leader-coaches." They increase the responsibility and self-confidence of their people by giving them choices whenever possible while providing a good balance between support and challenge.