Coaching as a Valuable Asset in Matrix Organizations

Coaching is increasingly becoming a valuable asset in many corporations. Managers are now required to engage in coaching conversations with direct reports more frequently. With poor performers, coaching can be used to address deficiencies and as a follow-up to formal performance evaluations.

Coaching can also be used to address developmental opportunities and create a learning plan with average performers, and with high performers, coaching may help in terms of retention. Despite the advantages of coaching, there are also challenges that managers face when coaching direct reports, especially when the reporting relationship is not clearly defined.

This article discusses how matrix organizations can benefit from coaching conversations, even in the absence of direct reporting lines. The first step is for leaders to embody a coaching leadership style that promotes a learning style rather than a teaching style, where the answer lies within the colleague, and the pathway to solutions.

Leaders can achieve this by adopting a coach's specific mindset, which focuses on trust in the resources of the colleague and promoting curiosity in understanding the other person's perspective.

The Advantages and Challenges of Coaching Direct Reports

Direct reports may appreciate the support of their managers yet might be reticent to show transparency and vulnerability. Managers face the challenge of maintaining a coaching hat, where the focus is on the development and learning of the coachee, without making assessments or evaluations. Although coaching conversations are expected, they may be unwelcomed or awkward when the relationship is a peer-to-peer one or in a matrix organization where there are no clearly defined reporting lines.

Matrix organizations require a different approach to coaching conversations. The absence of a formal reporting structure means that coaching conversations must be suggested rather than expected. A more significant challenge is for organizations to support a widespread coaching style without depending on direct-line reporting as the key to creating such conversations.

Embodying a Coaching Leadership Style

The first step to support a widespread coaching style in matrix organizations is to embody a coaching leadership style. This does not require creating a formal coach/coachee relationship but rather leading by example. Leaders must adopt a specific mindset that promotes a learning style rather than a teaching style.

A Coach's Mindset

A coach has a specific mindset that can be embraced by leaders. This mindset focuses on trust in the resources of the colleague and promotes curiosity in understanding the other overtaking wanting to advocate one's point of view. The success of the conversation is measured by how much the leader has learned, not by what they have taught.

It is about creating a learning environment where the leader sets the example of being an ongoing learner, rather than creating a teaching environment where someone is in front of the room telling others what needs to be done correctly.

The Intent of the Mindset

The specific intent of the coach's mindset is to support the success of the other. The coach has an unwavering confidence in the capability of the other to grow, learn, and manifest potential beyond what they might imagine possible. The listening that takes place is a listening "to understand" rather than a listening "to respond." The questions asked are thought-provoking and open-ended, promoting awareness and reflection rather than judgment.

The specific intent of the coach's mindset is to support the success of the other. The coach has an unwavering confidence in the capability of the other to grow, learn, and manifest potential beyond what they might imagine possible. The listening that takes place is a listening "to understand" rather than a listening "to respond." The questions asked are thought-provoking and open-ended, promoting awareness and reflection rather than judgment.

A "Giver" Style

The coach's actions and behavior are perceived as freely giving without a hidden agenda or self-interest. It is a "giver" style, not a "taker" style. There is empathy and challenge. There is asking for permission and vulnerability. There is generosity rather than scarcity. When feedback is necessary, it is always presented as one's perception without impacting the respect for and value of the other.

The Benefits of a Coaching Leadership Style in Matrix Organizations

A coaching leadership style can be highly beneficial in matrix organizations. In a matrix organization, employees are typically responsible for reporting to multiple managers, which can create confusion and conflict. A coaching leader can help alleviate these issues by providing guidance, support, and a clear sense of direction to their team.

One of the main benefits of a coaching leadership style is increased employee engagement. When employees feel that their leaders are invested in their growth and development, they are more likely to be committed to their work and motivated to perform at their best. Coaching leaders can also help employees identify their strengths and weaknesses, and provide them with the tools and resources they need to succeed.

Another advantage of coaching leadership in matrix organizations is improved communication. With multiple managers and stakeholders, it can be challenging to ensure everyone is on the same page. Coaching leaders can facilitate open and effective communication between team members and other stakeholders, ensuring that everyone is aware of their roles, responsibilities, and expectations.

Coaching leaders can also help promote a culture of collaboration in matrix organizations. By encouraging team members to work together and share ideas, coaching leaders can help drive innovation and improve team performance. They can also help create a sense of community within the team, which can foster a positive work environment and increase employee satisfaction.

The coaching leadership style can be highly effective in matrix organizations. By providing guidance, support, and clear direction to their team, coaching leaders can help increase engagement, improve communication, promote collaboration, and drive innovation.

Click here to download Coaching Documents, Toolkit, Forms, Assessments, marketing strategies and many more...