The Leader As Coach programme is meant for organisations which
want to establish a more effective leadership approach amongst its
leaders because they realise that their leaders cannot be expected to
have all the answers and the more prevalent command-and-control
leadership style is no longer viable in the face of rapid and disruptive
change. As a result, many firms are moving toward a coaching model
in which leaders encourage employees’ development by asking
questions, facilitate problem solving, and offer support and guidance
rather than give orders and make unilateral decisions. Interestingly,
the skills and behaviours of coaching leaders are very similar to those
needed for engaging leaders. Thus, coaching not only enhances
performance but also employee engagement.
Given the above, it has become a necessity to make coaching an
organizational capacity. Many organisations are already effecting a
cultural transformation by ensuring that their leaders embrace and
model the coaching approach. Coaching will be a powerful means to
‘ring fence’ talent and increase the human capital of the team.
It is eminently suited to leaders who believe that they are only as
successful as their team and are committed to using the acquired skills
to coach their people to maximize their performance by unlocking
their potential. Coaching is a powerful means to help others rise
by supporting them to perform at their best in the workspace from
which the leader will gain personal satisfaction.
The outcomes can be quite significant for the coaching leader.
Employees will become more psychologically committed, absorbed
and enthusiastic about their work; their loyalty and respect for the
leader will increase and they will take positive actions to further the
leader’s reputation and interests.