Making the shift from “leading through telling” to “leading through coaching” helps create an environment where employees feel valued, empowered, and motivated—all key ingredients for improved well-being, and performance.
1) Questions for understanding the employee’s context and perspectives regarding challenges and opportunities.What actions have you taken? 2) Questions to generate solutions for those same challenges and opportunities.How can I support you moving forward?Leaders who understand that leading others is a privilege understand that leading, first and foremost, is about service. This service orientation is the foundation of an effective manager and employee relationship.
There is only one way for a leader to understand how to best support their employee’s goals, motivations, strengths, and weaknesses; it is by investing time with the employee asking coaching questions, and listening to their responses. This investment is the only way for a leader to demonstrate that they truly care about the employee’s professional success. Coaching can occur in quarterly meetings or regular ongoing interactions.
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