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What are some strategies for coaching laissez-faire leaders to be more hands-on?

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Laissez-faire leaders are those who delegate most of the decision-making and problem-solving to their team members, while providing minimal guidance and supervision. This style can be effective in some situations, such as when the team is highly skilled, motivated, and independent. However, it can also lead to poor performance, low accountability, and lack of direction, especially when the team needs more support, feedback, and clarity from their leader. As a leadership development coach, how can you help laissez-faire leaders to be more hands-on when necessary? Here are some strategies to consider.

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Jo?l McLean

Founder, leadership development coach and consultant, keynote speaker at Inspire Leadership Coaching. Host of 2…
(Wulan) Ranny

Human Capital Strategic, Consultant, Advisor, HR on Duty podcast, Trainer, Writer.
Lynn Fisher

CEC, HBSc, BEd - Founder at Aspire Executive Coaching Inc

1 Assess their strengths and weaknesses

The first step is to help the leader understand their own leadership style, and how it affects their team and the organization. You can use various tools and methods, such as self-assessments, 360-degree feedback, personality tests, or behavioral observations, to help the leader identify their strengths and weaknesses as a laissez-faire leader. For example, you can highlight how they empower their team members to take initiative and ownership, but also how they may neglect to provide clear expectations, recognition, or coaching.

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Jackie Simon

Unlock Your Leadership Potential: Empowering Emerging Leaders and Executives to Close Performance Gaps | Executive & Leadership Coach | 1,000+ Leaders Coached | Tips for Elevating Your Impact and Growing Your Team
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This is helpful advice. A good 360 tool should provide valuable feedback and identify areas of improvement so long as team members feel safe to be open and honest.

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Elvis Ochieng'

Regional Business Growth. Collaborative Leadership. SDGs Champion for Social Entrepreneurship
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This is important for several reasons: 1. At different stages of management/leadership, we get fatigued differently which will need motivation 2. Thei strengths today can slip through their fingers next year if there's no consistency around morale that comes with recognition, rotation, empowerment, etc, and vice versa. 3. Their career priorities/motivations have changed Bottomline, as you assess, be clear on where this leader is at on will and career priorities.

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2 Set SMART goals and action plans

The next step is to help the leader set specific, measurable, achievable, relevant, and time-bound (SMART) goals for improving their hands-on leadership skills. You can use the feedback and data from the previous step to help the leader prioritize the areas that need the most improvement, such as communication, delegation, monitoring, or motivation. Then, you can help the leader create action plans for each goal, outlining the steps, resources, and support they need to achieve them.

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Jo?l McLean

Founder, leadership development coach and consultant, keynote speaker at Inspire Leadership Coaching. Host of 2 leadership Podcasts.
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One of the best ways to document progress is to identify action elements for each objective and who is responsible for that action in either a shared document or an app such as Smartsheet. Then, it will be important to hold regular strategic (check-in) meetings to monitor the progression of those actions.

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3 Provide regular and constructive feedback

The third step is to provide regular and constructive feedback to the leader on their progress and performance. You can use various methods, such as coaching sessions, check-ins, surveys, or reports, to monitor and evaluate the leader's actions and outcomes. You can also use feedback to reinforce positive behaviors, such as praising the leader for giving more guidance or feedback to their team members, or to address negative behaviors, such as pointing out the consequences of being too hands-off or detached.

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Lynn Fisher

CEC, HBSc, BEd - Founder at Aspire Executive Coaching Inc
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More hands-off leaders are often more likely to be blind-sided by their team's lack of progress or find themselves in the dark about underlying issues regarding their team's work and dynamics. An easy way they can prevent these unpleasant surprises or issues is by holding regular check-ins with each team member. This gives them an opportunity to: 1) check-in on progress to avoid surprises close to or at deadlines; 2) provide specific feedback and/or act as a supportive sounding board; 3) probe for areas that may require extra support. While taking the time to meet with each direct-report may seem time consuming at first, if delays and quality of work is an on-going issue, they allow for more timely interventions, saving time in the end.

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4 Challenge them to step out of their comfort zone

The fourth step is to challenge the leader to step out of their comfort zone and try new or different ways of being more hands-on. You can use various techniques, such as role-playing, scenarios, simulations, or case studies, to expose the leader to situations that require more active and involved leadership. You can also use questions, reflections, or suggestions to help the leader explore and learn from these experiences, and to identify the benefits and challenges of being more hands-on.

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5 Support them to overcome barriers and resistance

The fifth step is to support the leader to overcome any barriers or resistance that may prevent them from being more hands-on. You can use various strategies, such as empathy, listening, validation, or problem-solving, to help the leader identify and address the root causes of their reluctance or hesitation to be more hands-on. For example, you can help the leader overcome their fears of micromanaging, losing trust, or making mistakes, or their beliefs that being hands-on is not their role, style, or responsibility.

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6 Celebrate their achievements and growth

The sixth and final step is to celebrate the leader's achievements and growth as a more hands-on leader. You can use various methods, such as recognition, rewards, testimonials, or feedback, to acknowledge and appreciate the leader's efforts and results. You can also use celebration to reinforce the positive impact of being more hands-on on their team and the organization, and to encourage the leader to continue to develop and refine their hands-on leadership skills.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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(Wulan) Ranny

Human Capital Strategic, Consultant, Advisor, HR on Duty podcast, Trainer, Writer.
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Adding my version here. As coaches, we can do : 1. Help them identify the situations where they need to intervene and provide feedback, such as when there is a conflict, a crisis, or a performance issue. 2. Encourage them to communicate their expectations and goals clearly and monitor their progress and results regularly. 3. Learning to balance trust and control, and how to empower employees without neglecting their own responsibilities and authority. 4. Show them how to recognize and reward for achievements and contributions, and how to motivate them through positive reinforcement. 4. Provide them with tools and resources to improve their leadership skills, such as training, coaching, mentoring, and self-assessment. 5. Celebrate progress.

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What are some strategies for coaching laissez-faire leaders to be more hands-on?

1

2

3

4

5

6

7

1 Assess their strengths and weaknesses

2 Set SMART goals and action plans

3 Provide regular and constructive feedback

4 Challenge them to step out of their comfort zone

5 Support them to overcome barriers and resistance

6 Celebrate their achievements and growth

7 Here’s what else to consider

Leadership Development Coaching

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What are some strategies for coaching laissez-faire leaders to be more hands-on?

1

2

3

4

5

6

7

1 Assess their strengths and weaknesses

2 Set SMART goals and action plans

3 Provide regular and constructive feedback

4 Challenge them to step out of their comfort zone

5 Support them to overcome barriers and resistance

6 Celebrate their achievements and growth

7 Here’s what else to consider

Leadership Development Coaching

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