Leader as Coach

Every employee is entitled to have a competent manager with the capability to bring value to their problem-solving and decision-making.

What is it?

Consulting and coaching with your leaders to develop coaching practices.

Why does it matter?

Providing coaching and feedback is a necessary activity in every manager’s day. The role of a manager is to add value to the decision-making and judgment of the people they manage. We all agree that coaching is important, but the understanding and purpose of why coaching matters may remain unclear.

What are the areas of focus?

While every leadership development process changes to meet your leaders where they are, the following areas of focus are meant to share what will be accomplished and developed.

  1. Managerial-Leadership Communication: Listening for Values
  2. Coaching: bringing value as a manager
  3. Coaching for peak performance
  4. Building capacity for effectiveness
  5. Coaching underperformance
  6. Managerial authority: time span and accountability
  7. Bringing out the best in people
  8. Peer and team coaching: solving problems as a team

How will you make progress?

  1. Support people in mastering the complexities of their full role
  2. Assist in learning new skilled knowledge, such as policies and procedures, LOPs, SOPs, technology, the operation of machines, planning processes
  3. Explore how current values are aligned with corporate values and philosophy
  4. Assist in developing wisdom, including building on the manager’s experience in handling challenging situations and sharing stories of failures and successes
  5. Smooth out behavior or negative temperament that may be damaging to the personal effectiveness of the work