Strong Leaders practise self-development and master relationships building through coaching and learning, are you clear about your people skills?
The skills you have developed so far in your leadership journey are often made up of mistakes, things that went well and equally things that didn’t exactly go to plan. Being able to reflect and welcome opportunities to improve will serve you well…
The best piece of advice I ever received was “there is no such thing as criticism, only feedback” and Hillary Clinton said “always take criticism seriously but never personally.
Would you agree?
A Great Leader can discover their strengths through
- Brainstorming the challenges and changes over time in your career and taking positive lessons from overcoming previous obstacles; reviewing how can these now serve you well?
- SWOT – carry out a personal Strengths Weaknesses Opportunities Threats exercise. These work well individually and with teams
- The team for which you are responsible will have strengths that will support the business objectives; conduct a needs and capability exercise to discover the gaps and utilise hidden talents.
A Great Leader can also be a coach and positively impact people development
- Research by Olivero, Bane & Kopelman 1997 published by the International Personnel Management Association suggests that productivity can be increased by 22% with training, and an impressive 88% with coaching
- Leaders can be coaches too, as well as mentors and inspirational guides
What is coaching?
Coaching is a conversation between 2 people, the role of the coach is to support the other person in achieving goals, and support them to towards a desired outcome
There are various coaching models and questioning techniques to use and one of our favourites is The G.R.O.W. Model which represents:
- G – your goals, what do you want and when?
- R – your reality, what is happening right now, consider resources & lessons?
- O – your options, what are all the possible things that you could you do?
- W – your will, what will you commit to doing, and when?
A Leadership that coaches will master, relationship building with their teams through developing a non-critical, non-judgemental and confidential environment
Empowering Questions – to unlock a fixed mindset and help people to feel good about themselves; this enables a forward-thinking approach to setting goals
Rapport Building – establishing rapport is critical to the relationship. The leader will recognise the preferred communication preferences of their employees and be able to adapt their approach to get the best out of the engagement for both parties
The Art of Listening – to enhance active listening skills through personal assessment and development of the leaders own learning
Consistency – to actively collaborate with positivity and adherence to promises, building trusted working relationships with teams and employee engagement
Capturing your people engagement promise is a great start to building on your leadership skills. Revisit your communication and coaching techniques; have your teams shifted from a fixed mindset to a growth mindset and are they moving forward?.
When you are comfortable with your techniques that develop trusted forward-thinking relationships with your teams, make sure you set up feedback cycles and continue your personal benchmarking and review.
See the next blog in this series of Leadership Building Blocks, which will add to your Leadership Toolkit
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All the best
Lindsey & Charlotte