Line Manager as Coach, can it work?
I often get this question because once line managers get a grasp of what coaching is really about they see the benefits but also begin to see what they think are potential conflicts with their role as a line manager.
So what is coaching really about and why should line managers consider becoming better coaches.
Put simply it is about helping people find their own solutions to problems or ideas for a way forward. The end result of this approach is that people gain increased awareness and self responsibility. The outcomes of these are higher performance, improved resilience against adversity, more determination to succeed. The longer term outcome is real development and life long learning. All of which most managers would agree are what they would desire from their staff.
The idea that seems to take most line managers by surprise is that when coaching, the coach does not give any solutions or guidance, even if they are an expert in the subject. Things you might hear are “How can this be right, I got where I am by being the expert and having all the right answers”?
Well that is probably true and in many situations you will still need to rely on that knowledge, but when coaching line managers must suppress that desire to help by giving the answer and become really great listeners and experts in asking powerful open questions. When managers can change their mindset and master the skills amazing changes can happen.
I have seen many managers go into practice sessions with very sceptical views and come out with significant shifts in mindset. The two most common experiences are, wow, when I was being coached it felt very productive, I have got some excellent new ideas of how to solve this problem, but my coach did not offer any suggestions, yet it felt very supportive.
When I tried to coach without giving suggestions it felt unnatural, I can see that this will take a bit of practice to get right, but I now know it is worth trying.
Apart from learning the approach and skills, the real key for managers is to create the right relationships with their people so that coaching is not only accepted but sort after. When trust and respect are present in the relationship the manager will still be able to discipline and give direction when required but also coach and develop when required, hence creating a very powerful high performance culture.
Find out more about Coaching Skills for Line Managers from Performance for Growth.