There’s been much discussion in recent years about the move away from the traditional autocratic, command and control approach to leadership Organizations have realized that more often, transformational, servant, coaching, and similar styles, are more effective.
(See the HBR Article, Leader as Coach)
Coaching as a Skill
In our physician leadership development programs, we’ll often talk about the ability to move between leadership styles, depending on the situation. “Coaching” is one of those leadership styles.
What I’ve not seen much information on, though, is the idea of “coaching” as a specific leadership “skill.”
Communication is going to be on any list of important leadership skills. Communication, though, can mean many things. The best leaders are effective communicators in a variety of settings, and situations.
I had the pleasure of joining Patty Fahy, MD, and Lynn Elliott, CPC of the Fahy Consulting Group, for a session they did on this topic, and wanted to share a few notes that could be helpful.
Some leaders are great communicators in front of the room. Others are better one-on-one. But the nature of these one-on-one discussions differs depending on the goal and purpose. If the purpose is, truly, coaching, then there is an approach that is most effective.
Dr. Fahy provided the following definition of coaching:
A collaborative process where a leader is working with a team member to:
Discover an individual’s interests and potential
Develop talent and improve skills
Strengthen the relationship
Achieve business objectives
The Coaching Discussion
This is a specific type of one-on-one discussion. It calls for a unique approach.
Compared to a discussion that is disciplinary in nature, or designed to give feedback on specific issues, a coaching conversation would differ in a few ways:
1. Letting the “coachee” establish the agenda;
2. Furthering the dialogue via, empowering, open-ended questions;
3. A heavy emphasis on psychological safety; and
4. A focus on the future, and solutions.
(Consider; How would you use Mindfulness Skills in a Coaching Conversation?)
Next time you are going into a one-on-one meeting with a member of your team, ask yourself about the purpose of the discussion. If the goal is to provide coaching support, then set the right tone, by using these four strategies.
For more information, visit the Fahy Consulting Group website, and check out their outstanding podcast Licensed to Lead.
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