Seven practices to develop a coaching managerial style

The Manager must be a good role model. She participates in the role playing, just like everyone else. The manager “forgets” her position and is one of the most enthusiastic to discuss. She considers her strengths and how she can be even better.

Talking openly about her weaknesses may be used against her in the future. Nevertheless, it is so important to demonstrate trust that it is worth the risk. The manager is not afraid of feedback, even if it is not positive. This enables learning and development.

6. Tackling Paradoxes

Leadership is about balancing scant resources and differing interests with wise decisions. When dividing up a cake, everyone should feel that they got a slightly bigger piece than everyone else. One thing that sets competent managers apart from less competent managers is how they relate to incompatibilities, dilemmas, and paradoxes.

Unpopular decisions must be made, while still maintaining a good relationship with the employees.

Leadership is situational. Managers must understand when coaching can work and when it will not.

7. Simplicity and Story Telling

Managers convey a message that employees can easily understand. Often, this can mean quoting others: “If the only tool you have is a hammer, you tend to see every problem as a nail.” (Abraham Maslow) “It takes two to know one.” (Gregory Bateson)

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