Today, employees have different expectations of their managers. In some cases, the difference is generational, with Millennial and Gen Z professionals seeking more support and guidance than previous generations. At times, the pandemic may play a role, as many employees reevaluated their preferences and priorities based on how their work situations unfolded during the crisis.
Still, regardless of the reason, simply being a boss isn’t enough if you want to cultivate a capable and loyal team. Instead, you need to go a step further, acting as a coach.
If you’re wondering why being a coach is so crucial and how you can go about adjusting your approach to leadership, here’s what you need to know.
The Importance of Being a Coach
Being a coach instead of just a boss creates numerous opportunities. As a coach, your mindset focuses on learning and growth, not just delegating tasks. With that perspective adjustment, you can start to seize chances to help your employees reach their fullest potential.
For example, coaches go the extra mile, providing clear expectations that allow workers to align their efforts with existing priorities and set processes. Additionally, they make themselves available, ensuring employees with questions or concerns have a place to turn, giving them critical insights, and asking the right questions to point them toward success.
Coaches also create safe spaces for learning. They invest in the development of their team, providing space for exploration and experimentation. Plus, they treat missteps as learning opportunities.
In exchange for the effort, managers cultivate a workforce designed to meet their needs. They can close skill gaps while empowering their employees to be at their best, increasing productivity and the quality of outputs. Essentially, it’s a win-win scenario.
How to Transition from Boss to Coach
Transitioning from a boss to a coach is mainly about mindset. You need to start viewing your position in a different light, focusing on being a supportive guide above all else. While that may seem simple on the surface, it does require effort. Employees don’t all have the same needs. One management style may work best for one worker, while another is better with a different team member.
Spend time getting to know your team. Find out about their goals, preferred management style, and learning needs. Determine how much support and guidance leads to the most growth for each, ensuring you can customize your approach accordingly.
Additionally, remain agile. You’ll often need to tweak your strategy over time, allowing you to refine how you handle each situation and set individual employees up for success.
While it can take time, by using the approach above, you can cultivate a highly-skilled, fully dedicated team of professionals who are poised for growth. As a result, you’ll have an easier time meeting productivity goals, implementing changes, and closing skill gaps, ensuring the entire team’s success.
If you’d like to find out more, the staff at The Advance Group wants to hear from you. Contact us today.
