Coaching as a Development Tool

Wondering how you can stay better connected to your team? Coaching can be your best managerial tool for supporting your people's development. Read on to find out more.

This is a guest article from Cheryl Breukelman, Principal of Epiphany Coaches.

When should a manager or leader MANAGE and when should they COACH? What’s the difference? 

Coaching is an excellent leadership approach when it is a development opportunity for your people with more than one possible solution versus solutions are that non-negotiable or inflexible.

What are the benefits of coaching?  

Coaching allows leaders to table issues quickly and collaboratively, increasing buy-in from your people as they chose the best solutions for them to be successful with your support and feedback. It means that your people aren’t told what to do, rather, they brainstorm and select the option best for them based on their own style, strengths, and preferences.

Is there an optimal level of coaching frequency? 

Coaching is best done both in planned 1:1 meetings with your people as well as informally through coaching feedback as situations arise. The best frequency is the one that fits the situation and the rhythm of your business but following up is key to being successful.

How can an organization better support coaching (rather than the managing) of teams? What kinds of tools and skills do organizations need to offer?

Organizations can better support coaching by developing the coaching skills of their leaders through coaching workshops or 1:1 coaching and adopting a culture of learning, feedback and development.

How do (or does?) hybrid workplace arrangements contribute to the need for/ challenges of coaching? 

Hybrid workplace arrangements demand that we work harder to stay connected and aligned with our people. Coaching is an optimal approach to explore their needs, unfold challenges with them and support them to stay focused, healthy, and productive.