Can coaching solve 'People Problems' and develop leaders?
Managing a workforce is always going to be the most challenging part of any organisation. There are as many different views as there are people in the company. The key is to use those differing outlooks to develop leaders who inspire their teams and their colleagues and bring positive benefits to the whole organisation.
Identifying where people are at the root of a problem and delving into why that is the case, will lead to a greater understanding of them, their mindset and their challenges. Leaving you able to better able to pinpoint what can be done to turn around a potentially negative situation and challenge others to think differently.
Tools of the trade
There are a set of valuable tools every coach looks to develop in their coachee. Communication, Critical Thinking, Decision Making and Emotional Intelligence are all required to develop leaders, and those around them into genuine assets in an organisation.
We've broken down how those four elements work in an employee coaching setting and how they can benefit your people.
Organisational relationships encourage a certain type of interaction. We learn by imitation and an open attitude to sharing ideas and a safe space to do so will help to cultivate positive communication skills. Coaching helps employees to manage relationships across the team and beyond to help build their influence as valuable collaborators.
We strive to build coaching partnerships that encourage coachees to develop their own effectiveness by examining how they process challenges. Developing critical thinking: the analysis of information gleaned through experience or observation, drives staff to be operationally sound and confident in their actions.
Coaching develops leaders with the skills to make deliberate and mindful choices with tangible benefits. By encouraging effective decision making through the gathering of data, assessment of alternatives and the desires of stakeholders and in turn, appreciating how those decisions will contribute to overall organisational values, strong and effective leaders are born.
Our coaches encourage coachees to develop a greater awareness of their strengths and development areas and to align those with their own values and those of the company. Gaining a clearer sense of identity within the business builds confidence, resilience, perseverance and patience. It encourages focus and creates a workforce who are present and engaged.
How coaches tease out those key skills varies of course, but our programmes focus on a non-directive approach, posing questions and having the coachee search for the answers themselves. Self-discovery has a much more profound impact than simply being told what to do next.