Coaching Styles of Leadership

According to Hall et al. (1999), leaders who receive coaching are more likely to be goal and relationship oriented and provide more guidance than managers who do not receive coaching. Moreover, they have more interest in learning, improved self-awareness and a higher degree of personal development.

"Leader–coaches" are leaders who take a coaching approach. They help their employees develop self-confidence and self-responsibility by giving them choices wherever feasible, while still providing a good balance of support and challenge.

A coaching leader is not the same as a coach. A leader who uses a coaching leadership style might have coaching-like talks with their employees with the goal of improving their performance, traits, and competencies so that they can perform better in their current or future roles in the organisation. In contrast to a coach, the coaching leader should have a vision for the employee and will frequently have a vision for the employee.

A competent coaching leader allows his staff to operate independently while also ensuring that they are supported and engaged in their work. Furthermore, if the results of the coaching sessions indicate that the person will be unable to be their greatest self in the organisation, the leader may need to train the individual to leave.

Henson (2013) goes on to say that a Coaching Leadership Style boosts confidence, increases individual competency, and aids in the development of a strong commitment to common goals. Leaders also work to enhance and strengthen their own leadership abilities. Managers, for example, employ self-coaching to solve their own difficulties. Managers that use the Coaching Leadership Style have more confidence and self-control as a result. Another effect is that these leaders appear to deal with stress better (Henson, 2013).

Coaching certainly has an impact on a leader’s profile, but does it also enrich the soft skills of a leader?The Helix of Coaching Style and LeadershipLeaders who receive coaching, according to Hall et al. (1999), are more likely to be goal and connection-focused, as well as provide more direction, than managers who do not receive coaching. Leaders who use a coaching approach are known as "leader–coaches." They assist their employees in developing self-confidence and self-responsibility by offering them options wherever possible while maintaining a good balance of support and challenge.A Coaching Leadership Style, according to Henson (2013), promotes confidence, increases individual competency, and aids in the formation of a strong commitment to common goals. Leaders also try to improve and strengthen their own abilities as leaders.A Look at Coaching Leadership StylesThe Coercive Style or "Do what I say" This leadership style is commonly recommended for use in crisis situations or when the employer does not trust troublesome employees.The Authoritative Style or "Come with me" This leadership style typically needs the team's high proficiency in completing the work, as well as the leadership's greatest understanding of the end result.The Affiliative Style or "People come first" This approach is the most successful when the goal is to increase team unity or morale. Praising comes first in this leadership style.The Democratic Style or "People choose" Using this strategy, employees in the company have a say in decisions. This leadership style, when implemented correctly, promotes organisational flexibility and responsibility, enabling the production of new and innovative ideas.The Pacesetting Style or "Lead by example" This method is generally displayed by executives who set high-performance standards and explain how to meet them. Employees consider their supervisors to be self-motivated and capable.The Coaching Style or "Bring your best self"When individuals have the autonomy and competencies to execute their jobs and are encouraged to improve in order to achieve better results, this leadership style promotes a very positive connection between the leader and the employee.A coaching leadership style is a good technique to build a meaningful relationship while also developing a leader's emotional intelligence. Although developing this method takes time and effort, the benefits to the leader are well worth the effort.https://xmonks.com/coaching-styles-of-leadership/