Leadership Coaching is for ALL Leaders
When you hear someone mention they have a career or leadership coach, what is the first thing that comes to mind? Most people think one of two things: First, that coaching is reserved for the C-suite, after all “executive coaching” is something we’ve all heard about at one point or another. And second, that coaching is a last-ditch effort to “fix” a team member who is underperforming. Truth be told, leadership coaching can help those who are underperforming but it’s all in vain if those individuals are not set up to win.
However, no matter the situation or level of a leader, leadership coaching is for anyone who:
- WANTS to grow
- WANTS to get clear about their current and future state, and how best to navigate the gap in between
- WANTS to be self-aware and learn how to better self-manage their strengths, weaknesses and opportunities
- WANTS a thought-partner to help them navigate their leadership landscape
- WANTS to get unstuck and see opportunity
The keyword here is WANT. Leadership Coaching is for leaders who want more.
The case for leadership coaching
Studies show that coaching helps reduce procrastination and facilitates goal attainment. Moreover, when an organization invests in the development of its people, it can convey a number of positive messages. Here are a few examples:
- The organization values the employee’s development and growth. By taking the time to coach an employee, the organization demonstrates it values the employee’s development and is committed to supporting their growth.
- The organization trusts the employee. By providing coaching, the organization expresses trust in the employee’s ability to learn and grow and is giving them the opportunity to take an active role in their own development.
- The organization is committed to helping the employee succeed. The organization is showing it is committed to helping the employee succeed and is willing to invest time and resources in their development.
Overall, coaching communicates support, trust and commitment to the employee, which can help foster a positive and productive working relationship between the individual and their manager, team and organization. Further, the Institute of Coaching reports over 70% of individuals who receive coaching experience improved work performance, relationships and more effective communication skills.
Mindsets of Great Coaching: “It’s not about the coach.”
“Coach the person not the problem.”Marcia Reynolds
Leaders are more capable than they believe. Great coaches draw out brilliance and call them “capable.” The best leadership coaching sessions end with the coachee (leader) achieving greater self-awareness and naming action commitments on their own. This may sound like magic, but it’s not — it’s a mindset all great coaches have.
The International Coaching Federation (ICF) believes every individual is resourceful, creative and whole, regardless of their title, education, years of experience or level of expertise. This belief is at the core of the ICF’s coaching philosophy, and it underpins the approach that ADVISA leadership coaches take when working with clients.
To be resourceful means to be able to find solutions and make things happen. It is the ability to use your own resources and skills to overcome challenges and achieve your goals.
To be creative means to be able to generate new and innovative ideas. It is the ability to think outside the box and come up with novel solutions to problems.
The leader who shows up at work is more than just a leader. We each have countless identities, from employees to parents and coaches to volunteers. The list goes on and on. All of these identities make up the whole person. We believe, every individual has the inherent ability to learn, grow and develop, and that they have all the resources they need within themselves to do so.
This approach enables coaches to help leaders tap into their own unique strengths, skills and abilities, and to use these inherent resources to achieve their goals.
One of the key benefits of this approach is that it empowers individuals to take ownership of their own learning and development. Rather than being told what to do or how to do it, they are encouraged to explore their own solutions to find their path forward. This can lead to a greater sense of ownership and commitment to the coaching process, as well as increased motivation and engagement.
What do you want? Design the kind of leader you aspire to be.
If you would like to learn more about ADVISA’s approach to leadership coaching, dig deeper into our website and take the Aspirational Leader Assessment. Our Coaching team will review your input and will reach out to schedule a time to discuss your responses. No catch. No hidden agenda. Find out for yourself what ADVISA leadership coaching looks and feels like.