Unleashing the power within: Why coaching leadership is crucial for success
Back in 2000, Daniel Goleman, the renowned psychologist and journalist who popularised the concept of emotional intelligence, suggested that there are six essential leadership styles. These are:
Coercive - Demanding immediate compliance. Most effective in crisis situations but can damage morale if overused.
Authoritative - Mobilising people towards a vision. Fosters commitment and alignment toward shared goals while providing flexibility in execution.
Affiliative - Prioritising harmony and building strong relationships, creating a positive and collaborative work environment where individuals feel valued and connected.
Democratic - Valuing input from all team members, encouraging a sense of ownership and leading to more well-rounded decisions. However, it can be time-consuming and may slow down decision-making.
Pacesetting - Setting high standards and leading by example. Drives performance through the leader’s own actions, but this style can overwhelm teams if expectations are unrealistic or unsustainable.
Coaching - Focusing on individual growth and development, coaching leaders help team members identify their strengths, address weaknesses, and create personalised plans to achieve their full potential.
A time and a place
The most effective leaders will recognise all six leadership styles and will adapt their approach based on the situation at hand. They recognise that each style has its place, and the key is in knowing which will best serve the team and the organisation's goals at any given time. For example, a coercive style might be needed to deal with an immediate crisis, whilst an authoritative approach is what’s needed while setting out a long-term vision. Similarly, a pacesetting style could be helpful in driving short-term results, but coaching leadership is better for cultivating sustainable growth and development.
Coaching leadership is underused
Despite it being shown to have a “markedly positive” impact on performance, culture and revenue, Goleman found coaching to be the least used of the six leadership styles. This could be down to several misconceptions and challenges, including:
Action-oriented culture - Many organisations prioritise immediate action and tangible results over long-term development, creating a culture where leaders feel pressured to constantly "do" rather than "develop." This focus on action can overshadow the importance of coaching, which requires a more patient and reflective approach.
Lack of time - Leaders often view coaching as a time-consuming activity that they simply cannot afford within their already demanding schedules. This misconception fails to recognise that effective coaching can occur in short, focused interactions throughout the day.
Advice vs guidance - Experienced leaders, confident in their knowledge and skills, may default to giving advice based on their expertise. However, true coaching involves leveraging that expertise to ask powerful questions, guiding team members towards their own solutions.
The benefits of coaching leadership
Failing to incorporate coaching leadership could be a costly mistake, hindering individual growth, team performance, and overall business success. Embracing coaching leadership can bring a variety of benefits, such as:
Enhanced team engagement - Coaching demonstrates a leader's genuine interest in their team members' development, creating a sense of value and empowerment. This leads to increased engagement, as employees feel more invested in their work and committed to achieving shared goals.
Improved performance and productivity - By helping individuals identify their strengths and weaknesses, coaching leaders can facilitate the creation of targeted development plans. As team members gain new skills and their confidence and performance improve, increased productivity and overall business effectiveness will follow.
Stronger communication and trust - The open dialogue inherent in coaching cultivates a culture of trust and transparency. Employees feel comfortable sharing their challenges and ideas, knowing they will be met with support and guidance. This improved communication encourages collaboration, problem-solving, and a more cohesive team environment.
Increased retention - Investing in employee development through coaching sends a powerful message - "We value you and your growth." This commitment generates loyalty, making employees less likely to seek opportunities elsewhere. Reducing turnover in turn saves organisations the time and resources associated with recruiting and onboarding new talent.
Positive impact on company culture: Coaching creates a learning environment where individuals are encouraged to experiment, learn from mistakes, and continuously improve. This positive culture promotes innovation and is important in attracting and retaining top talent.
Time to prioritise coaching?
The benefits of coaching leadership extend beyond individual and team development and ultimately will impact the bottom line. Engaged, motivated, and skilled employees are more productive, innovative, and committed to achieving organisational goals. They contribute to a more positive and profitable work environment.
Aquilo Marketing understands the critical role coaching leadership plays in building high-performing teams. The job of a marketing leader is more demanding than ever, working at a relentless pace and under pressure to deliver more for less. And with skills shortages and recruitment remaining at the top of many marketing leaders’ worries, you cannot afford to lose your talent to burnout or the competition.
Get in touch to learn more about how we can support CMOs and other leaders with coaching and mentoring for marketing and communications professionals.