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Ideas For Developing New Leaders
Coaching is one of the most effective means of leadership development. Coaches impart, interact with, and provide feedback to their clients. When coaches are accessible to clients, any doubts can be clarified instantly. This provides confidence to the clients, thus ensuring practical leadership takeaways. Dr. Rao delivers our guest blog, The Role of Executive Coaching in Developing Future Leaders.
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Developing New Leaders
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Coaching Types and Methods
Coaching helps in developing the abilities and skills of the clients. It ensures their personal and professional advancement. There are various types of coaching, such as individual, performance, sports, skills, career, corporate, executive, life, leadership coaching, etc. With the rapid growth in technology and mushrooming knowledge workers, specialized coaches for specific domains exist.
There are two methods of coaching: directive and non-directive. In directive coaching, the coach teaches extensively to upgrade the clients’ skills and abilities. However, in the non-directive method, the coach questions the clients and moves them toward their goals. In this method of coaching, questioning is the key, and it emphasizes the Socratic Method.
Coaching versus Mentoring
Coaching is different from mentoring. In mentoring, the mentors shape the mentees’ attitudes, behavior, and personality. In contrast, in coaching, the coaches build the clients’ skills and abilities, thus widening their competencies and capabilities. In a nutshell, mentoring involves more soft skills than hard skills, while coaching involves more hard skills than soft skills. To distinguish succinctly, coaches accompany achievements, and mentors ensure the shaping of the mentees.
Coaching helps clients discover their inherent competencies and capabilities and shape them into competent individuals. It also motivates and builds confidence among clients through continuous support and guidance. However, mentoring helps show the mentees their inherent competencies and thus groom them.
Coaching is a structured and formal approach, while mentoring is different. Coaching involves physical interaction, constant correction, and proper feedback, while mentoring is all about sharing advice and experiences.
Qualities of Coaches
The coaches must be confidential, friendly, and psychologists. They must ask the right questions to get the most out of clients. They must be good at giving objective feedback. Above all, they must be good listeners with the right reasoning and analytical bent of mind.
Qualities of Those Being Coached
The coachees must be good listeners and should have respect for the coach. They must have a passion for learning and upgrading their skills and abilities and must have the ability to take feedback objectively and constructively.
Coaching Strategy
Coaches must have a clear strategy and a blueprint for the execution of the coaching process that is aligned with the goals of the clients. Both participants must set SMART strategies to achieve the desired results. Set strategies help to avoid deviation and to ensure clarity. The duration of the coaching is to be measurable, clear, and with enhanced seriousness. The strategies must be achievable so the coach and coachees get motivated to take it forward. The coaching strategy must be realistic and should not be a mere daydream. Finally, the strategy must be time-bound to stay focused and check for takeaways.
Coaching and Questioning
To get the most out of their clients, coaches must use several tools during the coaching process, such as inquiry, interaction, reflection, and requests. In addition, they must learn the art of questioning, as questioning is an integral part of coaching. Asking open-ended questions helps clients think broadly and devise solutions. After answering and discussing broadening questions, clients will gain insights.
Consider the following questions for yourself and your clientele:
What do you want to learn?
- What skills and abilities do you want to acquire?
- What action will you take to improve your abilities and skills?
- What are your professional goals, and will you commit to accomplishing them?
- What do you mean by success? Has success got anything to do with coaching? How do you think coaching helps you achieve success?
- What are your current challenges, and how will you overcome them?
- Can you manage external threats and minimize the internal threats?
The above questions are all open-ended coaching questions that probe the clients and dig deep to align their efforts and energies with their goals.
Coaching is an Integral Part of Leadership Development
Coaching as a career is promising, as several specialized areas are currently evolving. Coaching makes a difference in the lives of others. Having a coach who is passionate about shaping your personality is a priceless gift.
Conclusion: Ideas For Developing New Leaders
Most leadership development programs include coaching to make them effective. Coaching also instantly clears and clarifies doubts, as coaches are available for immediate feedback, thus improving clients’ confidence levels. Coaching builds clients’ leadership competencies and capabilities. Therefore, we can comfortably conclude that coaching is an integral part of developing new leaders
About the Author: Professor M.S. Rao, Ph. D., is the Father of “Soft Leadership” and the Founder of MSR Leadership Consultants in India. He is also an international leadership guru and the author of 53 books. He volunteers in peace activities, advocates gender equality (#HeForShe), and builds students globally. Rao is a prolific author and a dynamic and inspirational leadership speaker.
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Sales Tips: Ideas For Developing New Leaders
- Commit to your long-term vision for accomplishment(s) to enjoy business success.
- Realize how you want to build your mentoring and coaching business and teach clients how to avoid errors you see.
- Research top competitors to realize how they serve their clientele and how to differentiate your company.
- Recognize a common theme among clients regarding their need for improvement in coursework.
- Openly discuss spontaneous thoughts from students to create a better strategy together.
- Ask about your client’s most annoying issues and circumstances to deal with them with a new approach.
- Collaborate with those who show appreciation.
- At the end of all communications, ask the other party or people if they have questions to ensure clarification.
- ‘Don’t give up – find a better way!’
- Celebrate Success!
Today’s insights are provided to help you achieve the Smooth Sale!
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