Coaching targets high performance and improvement at work. It usually focuses on specific situations, skills or goals, although it may also have an impact on an individual’s personal attributes (such as social skills or confidence). The coaching process typically lasts for a relatively short period.

A coach can help a leader identify skills to be developed, key strengths, and strategies for improvement. Coaching can focus on achieving goals within a leader’s current job or a move in new directions. Derailing executives can benefit from coaching to improve performance, too.

7 keys to great coaching

1. Track your team’s productivity.
2. Ensure a productive working environment.
3. Provide meaningful feedback, with suggestions on how to improve.
4. Set reasonable goals.
5. Respect your team members as individuals.
6. Support your people when they need you most.
7. Praise liberally.

Coaching leadership is one characterized by collaboration, support, and guidance. Coaching leaders are focused on bringing out the best in their teams by guiding them through goals and obstacles. This leadership style is very much opposite to autocratic leadership, which is focused on top-down decision making.

5 Types Of Leadership Styles And When To Use Them

• Transactional leadership. Transactional leadership is a style of leadership whereby leaders draw in their followers through a scheme of rewards and punishments.
• Situational leadership. Situational leadership is all about adapting.
• Autocratic leadership.
• Laissez-faire leadership.
• Participative leadership.

The six Goleman Leadership Styles are as follows and will be more described in the next section of this article: The Affiliative Leader, The Democratic Leader, The Commanding Leader, The Pacesetting Leader, The Authoritative Leader, The Coaching Leader.

More Management Tips

• Visionary. This style is most appropriate when an organization needs a new direction.
• Coaching.
• Affiliative.
• Democratic.
• Pacesetting.
• Commanding.
• Write to Alan Murray at [email protected]

Coercive leadership is a command and control style. It relies on forcing people to do what you tell them, whether they want to or not.

Participative Management is a management style that requires the cooperation of personnel. It aims to build commitment and develop initiatives within work teams. To do this, the manager must delegate parts of his power and it’s necessary that the teams decide together what solutions to adopt.

Communication: Good communication skills will be vital if you are a contributor to a participative management-style team. It is important to develop your active listening skills and encourage members of your team to share their ideas. In this management structure, group success is just as valued as individual success.

In Top-Down Budgeting, managers give resources for the different departments. However, participative budgeting follows the bottom-up approach. The departments tell their needs to the management by deciding own standards. In short, it is to permit the people who actually “Do” the work, to upgrade the planning procedure.

At some stage during the best participative practice, people have to be assertive on criticality and minimize precautionarity. One committee did meet residents twice yearly specifically to deal with complaints, although most residents attended the meeting without being very participative.