Seven practices to develop a coaching managerial style

2. Focus and Energy

The coaching manager maintains a solid grip on the entire workshop. She presents the results achieved by the business unit, visions of the future, and what the managers should improve on.

Top managers are very clear on their expectations; for example, that managers should become even better at valuing their colleagues and inspiring them to be creative.

Nevertheless, participants are encouraged to find their own way, to get better acquainted with themselves, and to be themselves. They need to take control of their own lives. These signals are the basis of the training itself.

A coaching manager exudes a strong belief and confidence in the ability to achieve bold goals if everyone helps each other. This generates optimism, enthusiasm, and self-fulfilling prophecies.

3. Values and Meaning

It is important to work on concrete skills and, even more importantly, the core values that govern actions. Central values include: altruistic egoism, will power, belief in the future, self-discipline, and emotional intelligence.

Individuals are challenged to be aware of their core values and how these values affect how they think and act. When fundamental optimism, enthusiasm, and joy are lacking, it doesn’t help to be good at praising, delegating, and giving feedback. Your body language will give you away.

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