You're invited to join me!
For library leaders who are dedicated to building more engaged and empowered teams.
For aspiring library leaders who want to be able to lead from curiosity to bring out the best in your team.
You're invited to join me for a a free 90 minute Zoom workshop on Using a Coaching Approach to Leadership on
Tuesday June 25, 1pm Eastern / 10am Pacific
What does this have to do with kindness at work?
Using a coaching approach gives you a framework for doing what you can to help your team members feel empowered in their roles and find meaning in their work. Learning to use a coaching approach gives you the tools to find out what's really going on for your team members - what their goals are, what's getting in the way for them, and what support they need to thrive in their position.
Research shows that the coaching style of leadership has a “markedly positive” effect “on climate and performance”. But, it's only one of several styles of leadership, and effective leaders learn to switch between styles to fit different contexts.
领英推荐
Focusing on creating a kinder, healthier workplace is at the core of everything I do. And that includes being thoughtful about when to use a coaching approach and when to switch to a different approach.
When learning about the incredibly positive outcomes some see from coaching, it's easy to want to start coaching every chance we get! And that can lead to frustration if some members of your team are not ready to jump on board.
If someone on your team resists being coached, what might explain that? What needs are not being met for them? How can you proceed with a focus on kindness, focusing on the "why" behind your desire to use a coaching approach instead of the approach itself?
There are a ton of reasons someone might resist being coached at work. Many of us carry trauma from toxic workplaces that can show up as just wanting to be told what to do. "I'd rather give up agency over my work than be yelled at for making the 'wrong' choice." Or, "I'm used to working with a micromanager who always told me to do things differently from whatever I suggested, so it's safer to just ask what the boss wants me to do instead of wasting energy trying to come up with my own ideas." Or, "my last employer used 'coaching' to refer to remedial training that felt like punishment, so now I feel like you think I'm doing a terrible job when you mention anything about coaching."
In those cases, the kindest approach is to focus on building the psychological safety and trust that your team needs in order to feel comfortable engaging in coaching.
So why even talk about using a coaching approach now? Because cultivating a coaching mindset within yourself can make a big difference in how you show up to all of your interactions with your team, and improve your ability to build that sense of safety and trust. This is the pre-work that you need to do, regardless of your team's readiness for being coached, in order to be effective in using a coaching approach with your team.
I'll be talking about cultivating this mindset as well as some core coaching skills for leaders, and will leave lots of time for questions... And I plan to demonstrate this coaching approach in how I respond to your questions.
I hope to see you there!