Five Reasons Leaders Don’t Coach
Did you know that despite the popularity of “Manager or Leader as Coach” training, only 5.5% of Human Resource (HR) Leaders say their organization’s leadership demonstrates a strong coaching style? What are the reasons leaders don’t coach?
What’s Going On?
What’s going on? Or better yet, what is not going on? What are the five reasons why managers don’t coach? And apply one quick and easy way to increase the time they spend on coaching by 70%?
1. Not Fit For Purpose
Manager or Leader as a Coach type courses tend to rely on a coaching style that is referred to as “Executive Coaching” model. These models, like the GROW model, perpetuating the idea that coaching at work takes time. And that it must be conducted as formal structured sessions. This rarely works for busy managers who are focused on driving productivity and performance.
2. No Behavior Change
Leadership courses don’t focus on mindset shift or the behavioral underpinnings needed to encourage the adoption of coaching outside of formal coaching sessions so leaders struggle to embed coaching into their everyday leadership style.
3. Remedial Focus
Some Leaders develop an unhelpful impression that coaching is a remedial intervention rather than for continuous performance improvement and never see the benefits of coaching high performing team members.
4. Lack of Alignment
Leaders can’t easily apply what they’ve learned back in the workplace because the training outcomes focus on the coachees’ priorities rather than the business priorities which don’t align with their daily work.
5. Low Confidence
Leaders express trepidation about “getting coaching right” and good intentions quickly lapse and the value of training dissipates.
So What? You May Ask.
Coaching is one of the key habits leaders need in order to drive productivity, so if your
managers don’t coach your organization may be experiencing a costly productivity lag as well as poor employee engagement
The constant application of coaching-related behaviors is the key to unlocking capability and driving productivity. To adopt more “coaching-related behaviors” in
their everyday management style, your leaders and managers need to have:
The Solution: STAR® Operational Coaching™
You can help your leaders and managers make these lasting changes to the way they interact with others by equipping them with new and distinct STAR® Operational Coaching™ skills.
Operational Coaching® is a style of management that favors the everyday use of an enquiry-led approach by managers to enable others to continuously improve their performance. Notion’s STAR Coaching Model® is the proven, 4-step model for adopting an Operational Coaching® style of management using an enquiry-led approach.
Operational Coaching® helps managers to engage with others more effectively. Leaders and managers who take an Operational Coaching® approach tend to ask better questions more of the time, which generates far more options and ultimately better solutions to problems. At the same time, team members learn to think more independently, more creatively, and feel more engaged and empowered to act and make decisions.
The Proof Is In the Pudding
A study carried out by the UK government and independently evaluated by the London School of Economics, has scientifically PROVEN that STAR® Operational Coaching® increases the time leaders and managers spend coaching by 70% and improves productivity, performance and engagement in just six months.
The multi-award-winning online or in-person management development STAR® Program is a quick and easy way to help your managers overcome the problems that prevent them from coaching and enables them to acquire the Operational Coaching® skills they need to rapidly transform their management style and the performance of those around them in just a few short months.
To find out more about how you can equip your leaders and managers with Operational Coaching® skills, simply contact us for a 15-minute consultation.
