Even in the early days of coaching research (Olivero et al 1997) suggested that leadership development supported by coaching was 88% more successful at translating leadership development into actual performance and productivity. This is compared to just training without coaching support at 22% transference. That’s a potent mix, and even if the figures are only half way true, it suggests a powerful relationship between coaching and the application of learning to day to days roles, performance and ultimately, productivity.
So what do coaching and leadership look like as bedfellows?
- Initially, coaching to understand development needs and create learning objectives. Coaching to prime delegates for the development, how will get themselves in the right space to maximise their development opportunities. What might stop them from getting the most from the development time? How will they set up the team to be more self-managing whilst they are not with them?
- During the leadership development which might last several days over a period of time, coaching support comes into its own. What are they getting from the development? What are they learning about themselves and their teams? What are they realising about their leadership? Thoughts around initial plans about what they feel needs to change, start and stop doing, or happening? Perhaps what they need to start doing even before the development ends to get ahead of the game. Questions around specific areas – leadership styles, feedback, employee engagement, all to maintain their awareness of the learning and interconnectedness.
- Post the development, their reflections macro and micro. Their key learnings? What are their initial plans on bringing learning to reality? Translate to performance. Perhaps a 100-day plan for applying some of their learning? What are their priority areas? How will they keep their learning alive? Consider getting them to explore the value of viewing their development through the 70:20:10 lens?
Organisations don’t think this way
Coaching to support the application of learning in all arenas is distinctly lacking in most organisations, that’s the reality. There are so few organisations that utilise, or encourage their managers to utilise their coaching skills in this way. Line managers certainly won’t think in this way without some nudges. In doing so, they are missing out both realising the full potential of their financial development investment, AND boosting employee productivity. A double whammy for organisations and their people alike.
Your L&D team, OD team or your HR team should be looking to utilise their coaching pools and/or coaching line managers when it comes to coaching during leadership development. In many ways it is quite an unforgivable all around waste if this doesn’t happen. This might mean you have to build in some coach training around supporting development for your coaches.
This approach to supporting leadership development isn’t alone. Perhaps organisations should suggest where any high financial value training or development is undertaken then a coach should be part of the agreement? At least then, there is more of a guarantee that organisations are getting a better ROI. More bang for their buck!
Opportunity for a point of difference in leadership development
Abintus’ Coaching Based Leadership will challenge how you think about leadership development AND recognise how you can maximise your leader’s coaching abilities. It naturally blends the two areas, both mutually supporting, which is unique compared to most leadership programmes. Coaching, practicing coaching and using coaching to bring to life leadership theory and ideas, threads throughout the programme.
Alternatively if you have coaching already present in your organisation, consider using Abintus’ half day CPD development for your coaches. Developing their coaching skills further around transfering learning to productivity, coaching talent, coaching as an enabler of performance management, coaching to develop employee engagement and coaching to transition people through change.
Wanting to have a chat about leadership development or coaching in your organisation? Not sure where to start? Or coaching and leadership not quite hitting the mark for you? Contact Nick on 07867 785314 or at nick@abintus.co.uk