What is coaching for leaders and managers anyway?
You might be wondering what leadership coaching really is, how it works and what it might do for you?
I sometimes forget that when I say ‘I’m a coach’, that understandably lots of people automatically think of sports coaching, mentoring or even counselling (all of which are related disciplines). Many other people have no idea what it is as it’s not widely known or understood – yet. So I thought I’d write about it here in longform to explain a bit more, and to give you more of a sense of my approach.
A Bit of Context
The concept of coaching originated in sports coaching and behavioural science and has developed through psychological frameworks. Building on this evolution, coaching in the workplace has grown over the last 30 years or so – from a focus on executive coaching for C-suite executives of big corporates to an explosion of coaching offers for a much wider range of people and situations - such as wellbeing coaching, career coaching, performance coaching and much more.
Many sectors now regularly offer coaching as part of their training and development for leaders, senior staff and managers. They recognise that people need and benefit from a confidential space to share and work through personal and professional challenges – this might be described as ‘executive coaching’ or ‘leadership coaching’, or sometimes as ‘professional coaching’ or simply ‘coaching’, depending on the coach’s approach, client base and sectors (I should add that I think leadership happens at all levels within an organisation; it’s an approach not a job title). It’s acknowledged that the higher up you go, the lonelier it gets and the fewer colleagues there are to turn to – so coaching offers great support for senior staff, helping them stay in a growth mindset.
More individuals are seeking out coaching independently too – often when they want to figure out what they need next in their life and career, or where they feel they need support unconnected to, or unconstrained by, their workplace (as employers sometimes set parameters or goals for coaching). Coaching can be useful where you feel stuck but not so much that it feels deep-seated or traumatic – which is when therapy might feel more useful.
What Is My Approach To Coaching?
I describe coaching as a highly personalised and effective form of problem-solving and personal development in which a coach partners with their clients to support, motivate and help them realise the changes they want to make. Coaching offers a totally confidential, highly supportive and non-judgemental environment in which you can work through challenges, figure out what you want and fulfil more of your ambitions.
Sometimes it is hard to understand and make change effectively on your own. While we all have a network of good friends or family that support and champion us – perhaps even informal or formal mentors who want us to succeed – they will have their own views, biases and opinions and often cannot resist sharing them!
In most conversations, each person speaks for around 50% of the time (if things are going well!). In coaching, the coachee speaks for around 70-80% of the time. It’s a completely different experience. The coach pays full attention to you, helps you see your situation in new ways and from new perspectives, and supports you to consider new options and solutions. It is a hugely powerful feeling to experience being given proper attention, space and time to think – it can be hugely liberating!
My Approach In Practice
In practical terms, I begin all coaching engagements with a free, no-obligation discovery call. This is a chance for us both to explore your situation, what you hope to gain from coaching and to answer any questions you might have about me, the process or whether this experience is right for you. It’s also a chance for us to explore whether we’re the right fit for each other – and if I don’t believe I can help or think you may need support other than coaching, I will always suggest this, because it’s the best way I can support you in that moment.
Once we have agreed to work together, we’ll spend time scoping your aims and really exploring them: what you want, why it matters, and what might get in the way. From there, we co-design how we work together, rather than following a rigid programme. Across our work I draw on a range of approaches to help you do your best, most future-focused thinking and to fully own your goals and progress.
My approach creates a very tailored experience that fits how you think and the issues you present. My questions are open and focused on you, and are informed by who I am: two decades in senior and CEO roles in arts, culture and charity settings, alongside deep thinking and research into leadership approaches, combined with a PG Cert in Coaching for Behavioural Change from Henley Business School. My experience gives me context, but I work hard never to assume, jump to conclusions or offer ready-made solutions, because your situation is always distinct and you know it best.
Where we agree it would be useful, I also offer to blend coaching and mentoring – for example with first-time CEOs or newly promoted heads of department, there may be information or experience gaps worth exploring in a more structured way than coaching alone. However, I am mindful to be clear what mode we’re in and to ensure I’m offering insights to illuminate, not limit, your thinking.
Why Leadership Coaching Matters
I believe coaching is a rewarding and important tool for people’s ambitions. In leadership, it’s increasingly used to help leaders and managers navigate uncertainty, build resilience and improve decision-making – while also fostering greater fulfilment.
The world of work is increasingly complex and fast-changing, so we all need to be flexible and change-focused. Great leadership is built on a strong understanding of yourself and your values, and on the ability to influence others, and communicate authentically, transparently and effectively – especially in those difficult moments.
Coaching helps leaders and teams get unstuck, work through what’s holding them back and unlock their potential.
Stay In Touch
If this kind of honest, rigorous partnership sounds like something you’re interested in then follow me here for more. And if you feel coaching is something you might want to explore now or in the future (for yourself, your team or your organisation), feel free to follow me on LinkedIn get in touch via my contact page.