The workplace is a dynamic environment, characterized by turnover and volatile market forces. The beauty of coaching is that leaders do not need to know everything to be effective; instead, they need to know how to empower those around them.
Coaching is a facilitative approach, in which the coach enables future self-directed learning and development (Passmore & Lai). Organizations that value career growth and professional development among their employees build stronger, more goal-oriented teams.
Coaching can be contrasted with a “command and control” leadership style (Grant). A command-and-control leader is highly directive, decides without consultation, rewards performance, and punishes failure (Wheatley). Command and control can be effective in some situations; for instance, when the task at hand is well defined or the organization is small enough that micromanaging is possible. Another approach is needed when tasks are ambiguous, and teams are too large to control.
Coaching allows the leader to elicit the strengths and knowledge of the people they are leading. This frees leaders to focus on the big picture, prevents micromanaging, and gives employees the opportunity to prove their competency.
To learn more, view the video, “The Skills of Coaching.”