Today I signed my contract for the new book “Coaching Skills for Leaders in the Workplace” this is very exciting as I have wanted to write a book on coaching for several years. As the owner and principal of a language school from 1988 - 2001 I would have liked a coach or mentor to support me through the transition from teacher to manager.

It is not always apparent that when we do something well we are not necessarily good at running our own businesses in that field. The E-Myth by Michael E Gerber was a very valuable tool during those formative years and he demonstrated that many small businesses fail through lack of key management and people skills.

Coaching is the best tool I have come across to support people in the workplace. It empowers people to take ownership and responsibility for their CPD and releases senior managers leaders to carry out their own roles. Too often managers are fire-fighting and dealing with issues that are brought to them by their staff. The realisation they do not need to have all the answers is very liberating. It certainly was for me! Of course we want to help our staff to succeed. We are keen for them to do things “right” but we may be blind to the fact that our way is not always the “right” way. People have different views of the world and their filters are often not the same as those of their managers.

Take an example of a manager who is very action orientated. She likes to get things done and is not really too concerned about the details. Her direct report is a woman who likes to consider all the options before coming to a decision and feels more comfortable when she has read through all the information. Unless, as managers, we are able to recognise that others may do a task differently but may also be just as effective we will not get the best from our people. This is where coaching can be so valuable. It can raise our awareness of how others see the world and operate within it. It can help us to see that by “fixing it” for our staff it is not necessarily the best way for them. Giving them back the responsibility and allowing them to make mistakes without judgement enables them to grow. It increases their confidence and self-worth.

If you or any of your colleagues are coaching as part of your role within an organisation I would love to hear from you. How do you coach your staff? As a line manager can you coach your staff effectively and non-judgementally? Do you have any useful case studies you can share.

Many thanks for your input

Jackie Arnold