Answer the questions below in 250 words. Answer using my “coaching leadership” style. Note: i’m an HR representative for career.
- What is your leadership style?
- What attributes do you demonstrate?
- What do you value?
- Are there any opportunities for improvement in you?
Coaching leadership
If you tend toward a coaching style of leadership, this means that you have the ability to pay equal attention to both the strengths and the weakness of employees, continually encouraging them to grow and improve.
This leadership style is most effective with smaller teams, as the one-on-one attention can be less sustainable with larger groups.
If this is your leadership style, be sure to take note of whether the direct reports and colleagues you are trying to coach are receptive to your efforts. Additionally, if you lack proficiency in a particular area, coaching isn’t the way to go.
Here are some suggestions for how to develop a more holistic style:
- If you don’t already have a review system at your organization, speak with HR about the possibility of implementing a quarterly or annual review process. As a more autocratic leader, you can likely benefit from a process as it codifies a policy of inviting constructive criticism and feedback for employees at all levels of an organization’s hierarchy.
- Ask yourself how you want your colleagues and direct reports to view your leadership style and spend some time .
- Make a practice of rolling up your sleeves and jumping in alongside your direct reports. When your team sees that you are willing to get your hands dirty and take the heat when things don’t go according to plan, they’re more likely to be open to occasional, critical feedback.
- When moving away from a coaching process toward a practice of more executive decision making, start small and stay diplomatic! Your team may be surprised to see you making decisions without asking them for their input first, so be sure to remain completely transparent and as fair as possible throughout the adjustment. For each executive decision you make, be prepared to offer a firm yet transparent response should anyone ask “Why didn’t we get a say?”
- Spend some time reflecting on . Understanding how you react to these sorts of conversations can help you become more confident in delivering critical feedback or tough news.
The most important thing to remember is that as a leader, it’s your responsibility to find ways to continually evolve and grow in order to nurture your team on their path to personal and professional development.
Requirements: 250 words
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