Reflect on two distinct styles of leadership: transactional (directive) leadership versus transformational (coaching) leadership (aka a Coaching Leadership Style). While each style may have its place, it’s been well documented we learn better by doing as opposed to someone showing us or someone offering up the answers. We’ve all heard some version of the saying: Tell Me and I Forget; Teach Me and I May Remember; Involve Me and I Learn.
In this blog I’ll look at one of many examples and share my perspective on what might trigger a shift towards coaching as a leadership style, away from a directive style.
Scenario: Your guidance (mentoring) is met with resistance. I see that as a perfect time to shift to coaching! Consider the two different approaches in such a scenario.
Directive – Upon encountering resistance to your guidance, you can become more directional in your interaction. “Go ahead and do it this (my) way and let’s see what happens.” Noteworthy consequences may be:
- You’re communicating from a “parent ego” state, perhaps the least conducive to encouraging growth and learning. Communication is most effective when both parties are in an adult ego state. More on communication effectiveness in the article Why not ask why?
- There are several possible responses and while the objective may be met, it also may be at the expense of deeper learning (a growing opportunity) for the employee.
- The employee is far less likely to “own it” as compared to when they thought of it themselves.
- If something goes wrong, it was your idea, not theirs.
- It’s setting a standard that creates a dependency on the manager.
Business meeting in an office
You’re not encouraging the employee to become a problem solver. Coaching – “I threw out an idea that doesn’t really work for you. What are your thoughts on how to…so that you can achieve your desired outcome?” Noteworthy consequences may be:
- The employee thoroughly thinks through the issue and possibly identifies a better solution than yours or comes to the conclusion yours was the best solution, after all.
- The employee is more likely to “own it” because they went through the process of coming to a conclusion.
- Conditions the employee to become a critical thinker, as opposed to an order follower.
- Maximizes the employee’s engagement as they are becoming an integral part of the solution, instead of a means to an end.
- Frees up the leader’s time to focus on other, strategic areas of the business.
- Increases the effectiveness of your organization in the long run.
- It can be an investment in time.
Having been a transactional leader early in my career, I can unequivocally say I’ve become a big fan of coaching as a leadership style. I consider the sign of a good leader to be how well his/her team does when the leader isn’t around. I also acknowledge each situation is different, and you will know better when to ask versus tell. With that in mind, what situation have you encountered that may benefit from switching from a directive (telling) to a coaching (asking) style? Please share your thoughts, below.
Written by Nick Tubach, MBA, PCC
To learn more about leadership communication and how to accelerate your professional and personal growth, let’s talk about what is possible. Contact Bridgeline Executive Coaching.
