10 Practices for the Leader as Coach
Leaders who tell people what to do can’t coach. The use of authority creates conformity.
The leader as coach ignites vitality.
10 practices for the leader as coach:
#1. Learn and grow.
Know-it-alls make lousy coaches. Self-development is the first development.
#2. Notice.
Command and control leaders are blinded by their agenda.
The leader as coach notices:
- Shifts in energy. What causes energy to go up? What drains?
- Positive and negative emotions.
- Recurring issues. Patterns signal character. Solving the same problem over and over means people are stuck.
The leader as coach means others are the center of attention.
#3. Ask more than tell.
Curiosity drives coaching. Knowing gets in the way. Even if you think you know, ask questions like you don’t.
#4. Provide space for response.
Silence is the space where change begins. Don’t interrupt a person who is thinking.
#5. Don’t compete.
Don’t out-do, one-up, or make yourself the center of attention. Good coaches are salt and pepper, not the meal.
#6. Have your own coach.
If you want to coach have a coach. It’s hypocritical to think others could you use coaches but not you.
#7. Challenge bull crap.
Challenge one-sided perceptions, inconsistencies, and helplessness.
#8. Move conversations from aspiration to action.
Success distills into simple behaviors that produce desired results. Talking about results is easy. Describing behaviors leads to action.
#9. Turn toward the future.
Coaching is forward-facing. You aren’t a psychologist or an analyst. You begin where people are and build the future.
#10. Feel optimistic.
Coaches believe growth is probable. You can’t coach someone you don’t believe in.
Bonus: Hold people accountable for the goals they set for themselves.
Which of the above practices do you find most useful for the leader as coach?
What would you add to the list?
Still curious:
Solution Saturday: How to Coach to Build Confidence
8 in 10 Struggle Holding People Accountable
Successful Leaders Are Great Coaches (hbr.org)
1.They were totally present when we interacted.
2. They asked challenging questions.
3. They simplified the complex.
4. They suggested stretch goals for me to pursue.
5. They had a clear set of beliefs and values.
6. They believed in me.
7. They were positive, optimistic, and loved life.
Hi Dan, This is your list from an earlier Blog. At that time I shared it with my coach to acknowledge her qualities when she coached me.. Thank you
Thanks, CV. Wonderful! One of my favorites on your list, “They simplify the complex.” Thanks again for joining in today.
Dan, I Like #2 Notice. I also like CV’s list which was your list. I would add this framework.
Effective coaches and leaders help people by adding, subtracting, multiplying, and dividing.
–Add—new knowledge and skills—increase their competencies.
–Subtract—eliminate non-value adding attitudes, behaviors, and activities.
–Multiply—require people to “pay it forward”—pass along their tips and insights to others.
–Divide—separate the critical few from the trivial many, the urgent from the important, etc.
Thanks for adding your insights, Paul. One word popped when I read your contribution, attitudes. All the points are so useful, but attitudes can be neglected.
Thanks for the thought-provoking read. It made me think about where I can move from those ‘stuck’ places into action. It feels freeing and full of possibilities.
It’s a pleasure to serve, Robin.