changing role
One of your team members has found a great new role inside the organisation.  Moving roles internally is a time to celebrate with them – not to feel sorry for yourself because you now need to find a replacement and train them up.  Too many leaders hold onto their team […]

Coaching Someone who is Moving Roles Internally ~ ...

authentic leadership
Your team member has proven themselves to be a strong performer; so much so that they have earned a promotion.  That means things will change.  Not just their status and their pay-grade, but the expectations (yours, theirs and other stakeholders’). So coaching is important to support them through the change, […]

Coaching for Promotion ~ Leader as Coach: When ...

new joiner
You have a new member on your team, new to the organisation even.  How do you support and challenge them?  If they don’t know how to do the job, then of course, training is the right intervention, at least to start with.  But if they have already done the job […]

Coaching a New Joiner ~ Leader as Coach: ...

So far, we’ve looked at one-to-ones and feedback that uses a coach-approach.  Let’s move on to team meetings. As always, contracting is really important, to ensure that everyone know what they are there for.  What’s the purpose of the meeting, what are the desired outcomes and what will success look […]

Team Meetings ~ Leader as Coach: When to ...

corridor conversations
Coaching, contrary to popular belief, doesn’t need to be a one hour conversation hidden behind closed doors away from the work, it can be short and sweet too, ‘corridor conversations’. Tweet This! Afterall, as Teresa Amabile says, any progress is good progress.         Here are three scenarios. […]

Corridor Conversations ~ Leader as Coach: When to ...

Within your one-to-ones, and as you see things that merit it, you will want to give frequent feedback to keep your employee motivated and on-track. Creating and delivering a specific message based on observed performance is vital to effective feedback.  You may have told a fellow manager, a co-worker or […]

Giving Frequent Feedback ~ Leader as Coach: When ...

Coach Approach
When to use a Coach Approach  – Overview Previously, you’ve read here that it’s more difficult for a leader to coach his or her team members directly, due to the conflict of interest that you have: you want them to perform well in this role, where they may want to […]

One to Ones ~ Leader as Coach: When ...

coaching supervision
The ICF describes Coaching Supervision as; “the interaction that occurs when a coach periodically brings his or her coaching work experiences to a coaching supervisor in order to engage in reflective dialogue and collaborative learning for the development and benefit of the coach and his or her clients.” I’ve been […]

Group Coaching Supervision – A Case Study

Ethical dilemmas are just one of the things you might bring to coaching supervision. We’ve explored just some of the ethical dilemmas that you might face as a leader as coach.  Other things might come into play that we haven’t discussed; keep an eye out for those as you are […]

Ethical Dilemmas for Leaders As Coach: Supervision