Why Don't Leaders Coach

Updated: Sep 11, 2020

"Warren, I just don’t have the time to coach!”  Yes, coaching takes time. You need to slow down. You need to be present. You need to listen. So leaders end up telling, instructing and directing their team members so they can speed things up. The only issue is, this actually takes more time. Team members become followers who just wait for instructions, filled with fear of any proactive or creative alternatives they may be secretly harbouring . To make sure team members do their jobs right, leaders have to keep telling, instructing and directing. Every single day. And guess what is the number one problem for most leaders? “I don’t have enough time!”

Coaching is an investment into the future that can reap exponential returns. When leaders are able to engage more meaningfully with their team members and help unlock their potential, team members flourish into confident, courageous and committed proactivists, championing for the growth of their company. As the team coach, leaders become the context experts, developing meaning, purpose, and culture, while facilitating their team members to become the content experts. Time is freed up. Leaders can breathe more. Team members can play more. 

With more engagement and value creation, turn-over rates can be drastically reduced as team members find their work more meaningful and purposeful (instead of just following orders like robots), resulting in themselves becoming more resourceful. Time spent on constantly recruiting, interviewing and retraining new staff can be directed more productively into improvements, enhancements, and empowerment of the growing talent pool. The virtuous cycle of peer power and growth has started. The new norm has been reinvented. 

Ironically, to save time, leaders need to coach more.   Sometimes the reason not to do something is precisely the reason to do it. Change is never easy, especially when we are talking about changing mindsets, where people know what to do, but don't do what they know. Telling people what to do in these situations may not be the best use of time. Coaching can help here, where transformation is initiated from the inside-out through asking, listening and evoking reflective conversations. And when mindsets are shifted, we empower our team members to do 100 new things proactively, instead of that one thing we keep reminding them to do everyday. The social capital of the whole team can now be fully harvested.

Join us on this quest with Leaders Create Leaders as we equip leaders with the right skillsets and mindsets to coach more effectively and impactfully for our team members. As we bring out the best in others, we bring out the best in ourselves.

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