How can coaching leadership propel your team's performance?

A coach works with you to help you see your potential and help you trap it. We get so stagnant and occupied with our day-to-day jobs, that taking out time for improvements looks like a distant dream. This is where a coach comes to play. A coach will understand your vision as a leader, and what kind of team you need to make that vision come true. He will then analyze your team's potential, and identify their strengths, weaknesses, opportunities, and threats as well. A coach will then help you and your team work on the opportunities, such that the entire team is aligned and thus create a win-win situation for the team, the leader and the company.

Coaching leadership can propel your team's performance by fostering individual growth, increasing motivation, and enhancing collaboration. Leaders who adopt a coaching approach provide personalized guidance and support for their team members. They help employees set clear goals, identify areas for improvement, and develop necessary skills. By offering regular feedback and encouragement, coaching leaders empower their team members to take ownership of their work and strive for excellence. This approach builds trust, strengthens communication, and promotes a culture of continuous learning and development within the team. Ultimately, coaching leadership enables teams to achieve higher levels of productivity, engagement, and overall success.

As a coach, I believe each team member already has the answers within them. By asking the right questions, they can uncover amazing ideas to solve their issues. When they create the solution themselves, they feel empowered and have complete buy-in. Coaching leadership focuses on development rather than just task completion, creating an environment where continuous improvement is the norm. This approach helps team members recognize their own amazing potential, leading to a more agile and adaptable team. When team members are empowered to find their own solutions, they gain confidence and ownership of their work. This not only enhances their individual performance but also contributes to a stronger, more cohesive team dynamic.

Coaching puts the focus on the client and through powerful questioning, draws out solutions and creates possibilities from the client's world rather than imposing their own, perhaps as a consultant would.

Coaching leadership can significantly boost team performance by focusing on individual growth and collective success. This approach fosters a supportive environment where feedback is continuous and constructive, helping team members develop their skills and confidence. It encourages open communication, allowing for the exchange of ideas and collaboration, which leads to innovative solutions. By setting clear goals and providing the necessary resources and guidance, coaching leaders empower their teams to take ownership of their tasks and strive for excellence. This method also builds trust and improves morale, which are critical for sustained high performance.

"Its difficult to grow in the shade." When I said this to a senior leader, he looked at me for a long time and said "I prided myself as the tree that flowered and helped restore balance. I didnt relize my shade was suffocating my team. I perhaps am the biggest obstacle in the way of my teams empoerment." This is the power of leadership coaching.

Eine Führungskraft, die Mitarbeitende bef?higen will, braucht vor allem Vertrauen, Geduld und Kommunikationsst?rke. Sie sollte ein gutes Gespür für die St?rken der Teammitglieder haben und diese f?rdern. Selbstbewusstsein ist wichtig, aber Arroganz ist ein No-Go. Eigenschaften wie Micromanagement, Misstrauen und Kontrollsucht behindern das Empowerment massiv. Eine gute Führungskraft ermutigt zu Eigeninitiative, gibt Freir?ume und unterstützt, ohne st?ndig einzugreifen. Kurz: Empowerment gelingt mit Offenheit, Vertrauen und der F?higkeit, das Team strahlen zu lassen – ohne st?ndig selbst im Rampenlicht stehen zu wollen.

Empowering your team is a cornerstone of coaching leadership. When you trust your team members with autonomy and the authority to make decisions, they feel more invested in their work. This sense of ownership leads to increased motivation, creativity, and initiative. As a coach, your role is to support this empowerment by providing the tools and confidence needed for team members to take charge of their contributions effectively. As Steve Jobs always said, "It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do." By embracing this philosophy, we allow our team members to shine and contribute their unique insights and skills.

Coaching is a fantastic tool to empower teams. Coaching taps into people's strengths, story, values and leverages them for possibility, opportunity and progress. Using this in a team environment multiples the impact as team members can also coach themselves around their common goals.

There is nothing more powerful than creating an empowered team . The greatest feeling of accomplishment for a leader can be the growth seen within their team . The unleashing of potential and the opportunity to coach a team to greatness is incredibly enriching . It is a leader's responsibility to lead through people and create a high performance team through collective accountability and shared responsibility Coaching the team leads to creating a village - all coming together for a shared purpose and common objectives . By creating a strong coaching culture, you are leading by example and you will find you create the environment when then your team coach their team each other with peer coaching and the ripple effect becomes super powerful

Coaching develops effective communication starting on a personal level with internal dialogue and self talk. Building on this, coaching provides an opportunity for clients to hear their own language and witness how they communicate with others, verbally and non-verbally.

Als systemischer und agiler Coach betone ich die Bedeutung effektiver Kommunikation in der Führungskr?fteentwicklung. Es geht stets darum, aktiv zuzuh?ren, die Perspektiven jedes Teammitglieds zu verstehen und einen offenen Dialog zu f?rdern. Diese wechselseitige Kommunikation st?rkt die Beziehungen im Team und sorgt dafür, dass alle an einem Strang ziehen. Mit ausgepr?gten Kommunikationsf?higkeiten kann man Probleme frühzeitig erkennen und l?sen, bevor sie eskalieren. Das h?lt Teams fokussiert und auf Kurs.

Zielgerichtete und wirkungsvolle Kommunikation entsteht dann, wenn wir einander aktiv zuh?ren und den anderen Standpunkt verstehen. Erst wenn ich mein Gegenüber verstanden habe, kann ich ad?quat kommunizieren, damit wom?glich einen Perspektivwechsel erreichen, motivieren und ein neues Miteinander gestalten. Coaching ist ein wirkungsvolles Verfahren, um die Führungs-, Team oder auch die gesamte Unternehmens-Kommunikation zu verbessern und damit eine gesunde Unternehmens- und Teamkultur zu entwickeln.

The biggest mistake made in coaching others is talking more and giving answers to problems. Coaching is far about listening , delving into underlying challenges through asking the right open-ended questions and allowing the coachee to develop options to consider . Coaching is about supporting the coachee in exploring what is happening , what their goals are and helping them gain clarity through supporting them work through their thoughts and situations. A coach is not a director, a teller, or an advisor - a coach is there to work with what you already have within your gift but just didn't know it by trying to figure it out on your own . A coach isn't an expert in your field but is an expert in helping people figure out a clear way forward.

A key part of leadership coaching is creating an environment for growth and feedback is a big contributor. Creating the safety to give and receive constructive feedback provides an opportunity for all parties to make small changes and improvements.

Feedback is often feared but it shouldn't be. Feedback is data - useful data which can help us improve. If the giver and receiver both understand Feedback as simply useful data to improve performance, leaders and teams benefit.

Eine gute Feedback-Kultur f?rdert Vertrauen, Wachstum und kontinuierliche Verbesserung. Hier sind drei kreative Feedback-Massnahmen, die du mal ausprobieren k?nntest: 1. Feedback-Frühstück: Einmal im Monat ein gemeinsames Frühstück, bei dem alle offen Feedback austauschen k?nnen. Eine entspannte Atmosph?re f?rdert Ehrlichkeit und Offenheit. 2. "Glühbirnen"-Sitzung: Kurze, w?chentliche Meetings, in denen alle eine Idee ("Glühbirne") und einen Verbesserungsvorschlag teilen k?nnen. 3. Feedback-Karten: Anonyme Karten, auf denen Mitarbeitende jederzeit Feedback geben k?nnen. Diese Karten werden regelm?ssig besprochen und umgesetzt. Diese Massnahmen schaffen ein Umfeld, in dem Feedback als Wachstumstool gesehen wird, nicht als Kritik.

While instant feedback is a helpful tool for course correction and consistency, it should not be confused for "constant" feedback... When overcorrections and overreactions get to a point where time is once again wasted and innovation slows. Where's the sweet spot? The answer is how we read the constant feedback we get. Building genuine relationships with the team and knowing not only when to teach, but when to let learn. There's a reason why employers are more concerned with a candidate's work experience than what they may have learned. Once we experience something it becomes real, engrained in our biological history. Staying on course for short term projects shouldn't retract from the long term goals and initiatives of an organization.

As a coach, I provide specific feedback to avoid confusion by pinpointing the exact behavior or outcome that needs attention. I use the sandwich method: 1. Positive feedback: Start with something they are doing well. 2. Constructive criticism: Address the area that needs improvement. 3. Positive reinforcement: End with another positive comment or encouragement. Timing is everything. Offer insights soon after the event or behavior in question, while it's fresh. Feedback during annual reviews should not be a surprise—use weekly one-to-one sessions for ongoing feedback. This ensures continuous improvement and development.

Als systemischer und agiler Coach betrachte ich bei der Teamentwicklung stets die individuellen Ziele der Teammitglieder und die kollektiven Teamziele. Ein wesentlicher Aspekt des Führungscoachings besteht darin, jedem Teammitglied zu verdeutlichen, wie seine Rolle zum Gesamterfolg beitr?gt. Dies f?rdert Motivation und Engagement. Durch das Setzen klarer Erwartungen und die Unterstützung bei der Planung des individuellen Erfolgsweges stelle ich sicher, dass alle auf gemeinsame Ziele hinarbeiten, die sowohl dem Einzelnen als auch dem Team als Ganzes zugutekommen.

Embrace change. The only constant is time. Rigid resistance will eventually give way to the winds of change.

Coaching is a key foundation to supporting resilience. Resilience isn't about that challenges you face, how difficult they may be, or how often they come about - it is about how quickly you can bounce back . Resilience plays such an important part in terms of your overall success as you can be de-railed and go completely off track without the ability to handle tough situations. A coach can work through coping mechanisms, help you work through a specific problem that may seem bigger and more impactful than it needs to be , ways to handle challenges before they become a problem and help build strength from within . Resilience should be nurtured and worked upon with a coach throughout your career - its a flex just like going to the gym.

Coaching leadership can significantly elevate your team's performance by fostering individual growth, collaboration, and accountability. Through coaching, leaders empower team members to develop skills, solve problems, and achieve their full potential. Coaching leaders cultivate a culture of continuous improvement and innovation by providing guidance, support, and constructive feedback. This approach enhances employee engagement and morale, resulting in higher productivity, better decision-making, and, ultimately, greater organizational success.

Coaching leadership predicates upon a relationship built on trust and respect. This cannot be assumed but actively created with committed time and efforts.

Il y a quelque temps pour vulgariser le leadership et la capacité d'entrainer les équipes, sur un public technique je leur ai proposé l'équation suivante : Valeurs en Action (sens) + confiance en soi et en son équipe (compétences + reconnaissances) = Leadership

In case of stretched goals, it's critical to get the team's buy-in into the feasibility of the targets. The leader has to be sensitive to the teams needs, wants, requirements, skill gaps, resources etc. At this juncture partnering with a Coach can help the leader to share their thoughts and feelings, challenges, insecurities - the Coach can be a sounding board for new thought and ideas. The Coach provides a safe space for the leader to be open and authentic about their team and situations and based on their awarenesses that come through in the Coaching sessions, an action plan may be drawn up