I was having a conversation with Andy Dalton CIO of CREA about his approach to leadership. During our conversation we discussed how he utilizes a coaching style in his leadership.
While talking I asked him to share more about his approach. Below are some of the principles that inform his approach to leadership.
Win/Win
In The Seven Habits of Highly Effective People Steven Covey shares the idea of having a win/win mentality. This approach serves us well in multiple aspects of life. When implementing a coaching style of leadership Andy is seeking out a win/win.
One win is that the team succeeds. Leaders must have a clear picture of what success looks like for the team. Imagine a sports team with limited talent. A national championship may not be realistic, but a conference championship could be. Once the leader knows what success looks like for the team, they move to the second win.
What does success look like for the individual? This is where the coaching really begins. True coaching involves asking questions. Leadership expert John Maxwell states:
“The most effective way to connect with others is by asking questions.”
Asking questions helps leader understand what success looks like for the individual. As the leader clarifies this they are on the path to the second win.
Emotional Intelligence
Daniel Goleman, the pioneer in emotional intelligence research, identified five areas that make emotional intelligence. Self-awareness, self-regulation, motivation, empathy, and social skills. Dalton highlighted the importance of emotional intelligence to lead as a coach.
An effective coach-leader has enough emotional intelligence to read people. They can pick up on the cues others and since whether they are in or out of alignment. This is a critical skill to listening well. Dalton has found that effectively listening will tune him into what is truly important to the individuals he leads. These first two ideas lead into the final aspect of a coach-leader.
Motivation
I will not cover the different types of motivation here but will suggest the best motivation is intrinsic. As a leader asks questions, listens, and understands how others think and feel he or she will be equipped to motivate the people he or she leads. Andy has found a few keys to sustaining motivation with those he leads.
Vision casting – a leader’s job is to help others see more before. The leader holds the big picture in his or her mind and helps others see it. Vision inspires and gives purpose.
Truth telling – confrontation can be a challenge for some leaders, but an effective coach-leader has difficult conversations to hold people accountable when necessary.
Loyalty and encouragement – people thrive in a positive environment where they know the leader is supporting them. As the leader speaks truth, he or she must make sure the team knows the leader is on their side and believes in them.
Is this an approach that you could adapt in your leadership? Maybe you just need to incorporate one aspect of this style. Coming alongside those we lead and guiding them is necessary to equip people to lead themselves. What step will you apply? Lead Well.
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