What is coaching?

The role of a manager is evolving. Beyond overseeing tasks and projects, modern managers are expected to be coaches. But what exactly is coaching, how does it differ from mentoring and how can you help your managers be the best coaches possible?

What is coaching

Coaching is a developmental approach where a manager supports and guides their team members to achieve specific personal or professional goals. The coaching process involves asking insightful questions, providing constructive feedback and encouraging a growth mindset. The aim is to unlock a person's potential and maximize their performance.

Coaching vs. mentoring

While coaching and mentoring both aim to develop employees, they are distinct practices.

Often someone in a supervisory position, like a manager, coaches are:

• Goal-oriented: Focused on achieving specific objectives within a set timeframe.
• Performance-driven: Target immediate improvements in skills and performance.

Typically someone with significant experience in the field, mentors are:

• Relationship-oriented: Emphasize a long-term relationship for overall development.
• Development-driven: Focuses on personal and professional growth over time.

The manager as a coach

In modern workplaces, having managers who act as coaches is both practical and desirable. Here’s why:

• Empowerment: Coaching empowers employees by involving them in the problem-solving process. Managers ask questions instead of giving direct instructions, encouraging employees to think critically and find solutions. As a result, coaching builds confidence and fosters independence.
• Engagement: Managers who take on a coaching role demonstrate a genuine interest in their team’s development. This interest and involvement enhances employee engagement and satisfaction, leading to higher retention rates.
• Continuous improvement: Coaching promotes a culture of continuous improvement. Regular feedback and reflection help employees identify areas for growth and take proactive steps to enhance their skills.

Training for effective coaching

To be great coaches, managers benefit from specific training:

• Active listening: Managers should be trained to listen actively, understanding both the words and the emotions and intentions behind them. Active listening helps build trust and rapport with team members.
• Powerful questioning: Effective coaching involves asking open-ended questions that stimulate thinking and self-discovery. Training should focus on crafting and delivering these questions.
• Feedback techniques: Good coaches provide constructive feedback. Managers must learn to give specific, actionable feedback that is focused on behaviors rather than personal attributes.
• Emotional intelligence: Understanding and managing one’s emotions and empathizing with others are critical capabilities of a strong coach. Training in emotional intelligence helps managers handle coaching conversations with sensitivity and effectiveness.
• Goal setting: Coaches should be adept at helping employees set SMART (specific, measurable, achievable, relevant, time-bound) goals to create clarity and accountability.
• Coaching models: Familiarity with various coaching models provides a structured approach to coaching conversations. Manager training should cover a variety of coaching models and how to apply them in different situations.

Coaching transforms the traditional managerial role into a more dynamic and supportive one. By equipping managers with the right skills and training, organizations can foster a more engaged, empowered and continuously improving workforce. 

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