Why Business Coaching is The Best Way To Go?
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When you hear the word “coach”, what comes first into your mind? Do you picture
a basketball team with a man/woman shouting out directions? Or perhaps a
football team with a man/woman pacing to and fro and calling out the names of
the players?
Coaching is no longer reserved to sports teams; it is now one of the key
concepts in leadership and management. Why is coaching popular?
Coaching is one of the six emotional leadership styles proposed by Daniel
Goleman. Moreover, it is a behavior or role that leaders enforce in the context
of situational leadership.
As a leadership style, coaching is used when the members of a group or team are
competent and motivated, but do not have an idea of the long-term goals of an
organization. This involves two levels of coaching: team and individual. Team
coaching makes members work together.
In a group of individuals, not everyone may have nor share the same level of
competence and commitment to a goal. A group may be a mix of highly competent
and moderately competent members with varying levels of commitment. These
differences can cause friction among the members.
The coaching leader helps the members level their expectations. Also, the
coaching leader manages differing perspectives so that the common goal succeeds
over personal goals and interests. In a big organization, leaders need to align
the staffs’ personal values and goals with that of the organization so that
long-term directions can be pursued.
Coaching builds up confidence and competence
Individual coaching is an example of situational leadership at work. It aims to
mentor one-on-one building up the confidence of members by affirming good
performance during regular feedbacks; and increase competence by helping the
member assess his/her strengths and weaknesses towards career planning and
professional development.
Depending on the individual’s level of competence and commitment, a leader may
exercise more coaching behavior for the less-experienced members. Usually, this
happens in the case of new staffs.
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Coaching promotes individual and team excellence
Excellence is a product of habitual good practice. The regularity of meetings
and constructive feedback is important in establishing habits.
Members catch the habit of constantly assessing themselves for their strengths
and areas for improvement that they themselves perceive what knowledge, skills,
and attitudes they need to acquire to attain team goals. In the process, they
attain individually excellence as well.
An example is in the case of a musical orchestra: each member plays a different
instrument. In order to achieve harmony of music from the different instrument,
members will polish their part in the piece, aside from practicing as an
ensemble. Consequently, they improve individually as an instrument player.
Coaching develops high commitment to common goals
A coaching leader balances the attainment of immediate targets with long-term
goals towards the vision of an organization. As mentioned earlier, with the
alignment of personal goals with organizational or team goals, personal
interests are kept in check.
By constantly communicating the vision through formal and informal conversations,
the members are inspired and motivated. Setting short-term team goals aligned
with organizational goals; and making an action plan to attain these goals can
help sustain the increased motivation and commitment to common goals of the
members.
Coaching produces valuable leaders
Leadership by example is important in coaching. A coaching leader loses
credibility when he/she cannot practice what he/she preaches. This means that a
coaching leader should be well organized, highly competent is his/her field,
communicates openly and encourages feedback, and has a clear idea of the
organization’s vision-mission-goals.
By vicarious and purposive learning, members catch the same good practices and
attitudes from the coaching leader, turning them into coaching leaders
themselves. If a member experiences good coaching, he/she is most likely to do
the same things when entrusted with formal leadership roles.
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