Leader as Coach, Coach as Leader - by Dr. Peggy Marshall
Although leadership is recognized as a universal phenomenon, it still lacks a common definition and theoretical foundation that can be empirically tested. The good news is that we have shifted from the “hero” or “great man myth” into a view of leadership that is inclusionary, participatory, collaborative and transformative. An organization’s ability to be effective and adapt its environment to the post-pandemic VUCA world requires sustainable, effective leadership that cascades through the organization. Among other things, organizations need leaders for inspiration, enthusiasm, focus, and to strategically guide their vision, mission and culture. Strong leadership is often viewed as one of the most important factors in organizational health and growth yet, many organizations struggle with the development and scaling of leadership behaviors. This blog focuses on the development of coaching skills to complement leadership behaviors.
In a recent article by the World Economic Forum, a survey suggested that 40% of employees are considering leaving their jobs. 40% of employees are thinking of quitting their jobs, says survey | World Economic Forum (weforum.org) This will create an incredible talent gap for some organizations. Using coaching skills to develop and better understand the needs, values and drivers of individual behavior of employees might influence the desire to remain with an organization. Kelly in “The Dream Manager” shares that the destinies of the organization and individual potential are interwoven. He threads the concept of “best version of self” throughout his message which is inclusive of both the organization best version and individual best version. This requires that both the individual and organization deeply explore what is valued, the meaning made from those values and alignment of action with the values.
.
Changing the World One Coach at a Time
OR CALL (800) 973-5207
