WHAT IS YOUR PREFERRED STYLE?

BOSSING OR COACHING?

WHAT IS YOUR PREFERRED STYLE?

It is important to distinguish between a boss-like leader and a coach-like leader before asking leaders to express their preferred leadership style. A boss-like leader focuses on giving directions and follows a top-down management style, not prioritizing the needs of followers.

This authoritarian approach is used to achieve maximum output with minimal investment and has been successful for many companies in the past. However, today's workforce is increasingly rejecting boss-like leadership in favor of a more humanistic style of leadership.

In contrast, coach-like leaders prioritize the needs and well-being of employees. This approach to leadership differs from traditional leadership by treating employees as individuals and not just as their job title or task.

Coach-like leaders take the time to understand the emotional and psychological needs of their employees, understanding the fundamental motivations that drive human behavior. Thus, the coach-like leader acts as a captain of a ship responsible for the well-being and safe return of all crew members.

To gain a clearer understanding of the distinctions between these two leadership styles, let's examine three key areas of differentiation.

1.????TASK VS. RAPPORT

A leader who acts like a boss tends to prioritize completing tasks over building relationships with team members and may not address challenges that arise during task achievement. Their focus is solely on getting the work done, which can lead to a lack of creativity and personal investment from team members in the task at hand.

In contrast, a leader who acts like a coach is invested in building strong relationships with team members and offers them full support and encouragement. They actively work to bring out the best in their team members, even if it requires more effort to develop this type of leadership style. Team members working under a coach-like leader tend to be more willing to experiment and go above and beyond in their work, as they feel trusted and valued by their leader.

The outcome of this type of leadership is a noticeable difference in diversity, determination, and personal responsibility among employees. As a result, team members are more invested in their work and take ownership of the organization, putting in extra effort to achieve their goals.

2.????CRISIS VS. CALM?

Another major difference is that boss-like leaders struggle to maintain a composed demeanor during crises, such as the current global pandemic. This is because they are under immense pressure to handle the situation as normal as possible. Due to their isolated leadership style, they are especially affected during difficult times. In their rush to regain control, they may inadvertently damage trust and confidence in their team.

In contrast, coach-like leaders handle crises effectively by utilizing a "we are all in this together" approach and working closely with their team. This is when coach-like leaders have the most impact and influence, by keeping the team focused on a shared mission and continually motivating them to be more resilient and persistent.

A coach-like leader has built a strong relationship with their team and has earned their trust and support. They believe in his vision, even in the face of crisis. As a result, the team works together and supports each other, beyond their designated roles and financial incentives, creating a more united and motivated team.

3.????DEADLINE VS. GROWTH?

Lastly, the area of focus is where the two leadership styles show significant differences. The boss-like leader is primarily concerned with meeting deadlines in the present, while the coach-like leader focuses on achieving long-term goals by empowering and developing their employees. A coach-like leader prioritizes long-term benefits and values quality over quantity.

Now, I dare to ask you; what is your preferred style?

Bossing or Coaching?

After spending years helping leaders adopt a coaching style of leadership, I have found three core reasons that persuade managers to choose Coaching over bossing.

1. MAXIMUM EMPLOYEE ENGAGEMENT

"The best executive is the one who has sense enough to pick good men to do what he wants to be done, and self-restraint to keep from meddling with them while they do it." – Theodore Roosevelt

Managing people is a challenging task. The demands of leadership roles are greater than ever. According to research by the International Coach Federation (ICF), companies with strong coaching cultures have 8% higher employee engagement compared to those with weak coaching cultures.

A leader who adopts a coaching style can increase employee engagement by making small changes in their behavior, focusing on the strengths of their team members, and gaining a better understanding of their skills and abilities.

A coach-like leader effectively matches employees with tasks that are challenging yet within their skill set, resulting in high levels of engagement. In contrast, a boss-like leader often lacks the understanding of an employee's potential and relies on past performance and job titles when assigning tasks. This can lead to employees being stuck in the same roles for extended periods, resulting in a lack of excitement and underutilization of their abilities.

2. GREATER RESPONSIBILITY AND OWNERSHIP

In a coaching culture, involving teams in the decision-making process leads to increased responsibility and ownership among team members, as well as boosting their self-confidence and self-efficacy. This approach values the contributions of every team member, breaking down hierarchical distinctions and moving away from a top-down, command-and-control management style.

Boss-like leaders tend to be less successful in fostering an environment where employees are self-motivated and able to regulate their own behavior. They spend a significant amount of time monitoring and controlling their team, rather than empowering them to stay focused on goals. As a result, boss-like leaders tend to experience more burnout than coach-like leaders who rely on empowering and developing their team members.

3. Openness to Learning and Development

Coaching provides a way to continuously learn and grow, not only for the team but also for the leader. In contrast, a boss-like approach tends to focus on projecting an image of perfection and expertise, rather than embracing the ongoing process of learning and development. This can create a superficial view of competence.

A coaching culture in which employees are not judged for their failures but instead coached on their shortcomings, fosters a growth-mindset atmosphere. This allows individuals to be more open and willing to improve upon their weaknesses and turn them into strengths, rather than hiding or holding back.

CONCLUSION

Both bossing and coaching have their advantages and disadvantages, but the leadership philosophy of the current generation (Y) tends to prefer a coach-like approach. This style of leadership is known for its support of growth, diversity, innovation, and flexibility for the mutual benefit of both the leader and the team, which is more desirable for today's generation.