BUSINESS INSIGHTS
UNLOCKING EMPLOYEES ’ POTENTIAL WITH A COACHING MANAGEMENT STYLE
Coaching in leadership and management works as a best practice for leaders in team development and enabling high performance . It can help employees realise their full potential and want to stay with a company . Rachel Wells , Founder and CEO of Rachel Wells Coaching , a company dedicated to unlocking career and leadership potential for Gen Z and millennial professionals , explains how senior leaders can incorporate coaching into their organisational culture .
Coaching as a leadership style has become increasingly popular over the past few years as a tool for increasing productivity and leading to higher levels of business performance .
Time Etc ’ s CEO , Barnaby Lashbrooke , published an article in Fortune , in which he trialled replacing all management staff with coaches , with a ratio of one coach ‘ manager ’ to every six staff . He discovered that when he asked his hires what they needed in terms of managerial support , the answers were overwhelmingly and unanimously descriptive of a coaching approach .
Rachel Wells , Founder and CEO , Rachel Wells Coaching
So , he listened to his employees and replaced managers with coaches .
This groundbreaking move resulted in higher engagement and productivity , less sick absence and a significant reduction in employee turnover , and what made this even more striking was that these positive results all occurred during the Great Resignation .
As can be duly concluded from above , coaching in leadership and management affords numerous benefits such as :
• Develops high-potential employees
• Fosters positive and collaborative team culture
• Empowers employees to own their individual and collective performance , developing a keener sense of self-awareness
• Sparks innovation and creativity
• Enables the business as a whole to achieve its goals and objectives
• Aids employees in achieving their personal career goals
• Improves retention rates
So how exactly do we as senior leaders incorporate coaching into our organisational culture ?
1 . Advocate a learning culture
One of the considerations that Lashbrooke pointed out in his Fortune piece was that as a company , they made the decision to invest in learning and development , including granting their
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