This column is aimed at managers who coach and at those who train them
This issue: Adopting coaching as a management style – how to introduce your new approach to your team
Managers who develop workplace coaching skills learn that they can’t simply provide answers. It implies that they need to ask the right questions at the right time, and to trust in the team to find their own answers. For many managers, used to providing the solution, this is a real challenge.
There is also an impact on the team. The change in the manager’s behaviour and the new management style will create a new team culture. Team members may struggle with their more active role. They may be puzzled or even feel threatened.
To ensure a successful transition, managers must take charge of the process. They need to involve team members from the start, as you would in any change situation.
We propose a five-step plan that managers can follow with their team:
1. Prepare to talk about the change
Before explaining a change in management style make sure you understand it yourself. Be clear about what you will be doing differently, and why. Consider the impact if you were to take the team by surprise.
Prepare to share your intentions with your team. This openness will encourage trust between you.
2. Share the change
Create the occasion to talk to the team, both as a group and one to one. Explain what the change entails and emphasise the benefits for both the team and individuals. Bringing the team up to speed and managing expectations, enables them to be more at ease with the process.
3. Make the team part of it
No matter how certain you are, you still can’t do it on your own. Make your team members aware that this is new territory for you as well – you are in it together. By making them part of a common learning process, you give yourself permission to experiment, openly use support material and even make mistakes, especially at the start.
4. Validate the change
Set up a review system to ensure continuity and validation. This will facilitate regular, mutual feedback, both formally and informally, about the new way of doing things.
Reinforce positive experiences and talk about what could be done differently. Show you are open to discussion and can learn from your co-workers. It strengthens ownership of the culture you are creating together.
5. Sustain the change
Create a support network around you. Reach out to like-minded managers both within and outside your company. Share your experiences and explore with them the benefits of adopting coaching as a management style. This will not only accelerate your learning process, but also avoid isolation.
Introducing coaching as a new management style implies a major change in behaviour, attitude and expectations in managers and team members. It cannot be improvised. While applying the five-step plan, managers must demonstrate they are committed and that their new behaviour is authentic.
Maureen Steele, based in Geneva, is an associate with The Training Box maureen@thetrainingbox.eu.com
Cristina Bianchi is managing director of Enhance Training and Development in Bassins, Switzerland www.enhance-td.com
Coaching at Work, Volume 7, Issue 1