From Manager to Coach: Transforming Leadership Styles for Today’s Workforce

In today’s world, the manager’s role is very different from what it was a generation ago. While good managers used to focus their efforts on making sure their team members had work that was well-suited to their skillset and that they were on track to meet their deadlines, to be effective today, managers need to be much more engaged. This doesn’t mean micromanaging—constantly looking over employees’ shoulders still typically does more harm than good—rather, it means thinking more like a coach who is there to help foster team members’ success.

This requires a transformational change in how most managers think about leadership. Traditional notions of “middle management” simply aren’t relevant to most modern corporate environments. While this is partially due to technology—with project management platforms effectively keeping even extremely large teams working in concert—it is also due to a fundamental shift in how people work and what people expect out of their employers.

5 Tips for Transforming Your Organization’s Managers Into Coaches

Is it time for your organization’s managers to become coaches? If so, here are five tips for starting the transformation:

1. Have a Clear Plan and Establish Clear Goals

As with any new corporate initiative, it is important to have a clear plan and establish clear goals. The concept of coaching will be new to most managers, so making sure they understand what is being asked of them will be critical. While it can be tempting to try to get started immediately, laying the groundwork first will help maximize everyone’s chances of success.

2. Be Prepared to Provide Effective Training

Organizations cannot simply expect their managers to become coaches. To transform their managers into coaches, organizations must provide adequate training. Equipping managers with the insights and skills they need to succeed as coaches will take time, but this is a necessary step for organizations that are committed to undertaking transformational change.

3. Be Prepared to Provide Support

Beyond providing initial training, organizations will also need to provide ongoing support as their managers make the transition to coaching. Managers should be able to ask questions when they need to, and it may be beneficial to schedule roundtables or other similar events where managers can discuss their questions and newfound insights in a supportive and collaborative environment.

4. Don’t Expect the Transformation to Happen Overnight

Considering everything we’ve discussed thus far, it should be clear that transforming your organization’s leadership style won’t happen overnight. With this in mind, making sure that everyone within your organization has reasonable expectations will be critical for ensuring that the transformation has a chance to succeed.

5. Don’t Forget to Let Team Members Know What’s Going On

Finally, while it is easy to focus on the managers who need training and support in order to become coaches, it is important not to forget about the team members who will experience the direct effects of the transformation in your organization’s leadership style. Letting team members know what is going on will allow them to adjust their mindset as well—which will be equally important for the transformation’s success.

Do You Have Questions About Transforming Your Managers’ Leadership Style? Contact Us Today

We provide consulting, training and support services to organizations that are making changes (or thinking about making changes) to their leadership style. If you would like to know more about transforming your organization’s managers into coaches, call 720-452-3300 or start the process online today.