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11 Ways Coaches Help Managers Develop Leadership Skills

Forbes Coaches Council
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Forbes Coaches Council

If you're considering hiring an executive coach to help your managers develop leadership skills, it's important to first learn about how coaching works.

Every coach has a different process. One might work better for your organization than another. For example, a 360-Degree Assessment is helpful for getting a broad perspective on a manager's strengths and development needs. Maybe you are already aware of areas for improvement and need help identifying resources to support filling those gaps.

Whatever you're looking for, even if you don't know, you can learn a little bit about what those processes look like from the 11 Forbes Coaches Council members below.

Clockwise from top left: Julie Kantor, Dave Ferguson, Cherry Collier, Michelle Braden, Barbara Safani, Doug Thorpe, Beth Kuhel, Corey Blake, Beth J. Masterman, Brett Baughman. All photos courtesy of the individual members.

1. Customize The Process Based On Your Needs

Our process is customized to you. First, I understand the leadership skills you want to develop, your company culture, and your goals by interviewing you and other senior leaders. Second, I assess organizational and/or individual needs by administering tailored questionnaires and/or interviews. Third, I discuss findings, engagement options, and cost/benefits with you. And lastly, I create and deliver customized training or coaching.   – Julie Kantor, PhDJP Kantor Consulting

2. Start With 360-Degree Leadership Coaching

I use a 360-degree leadership approach with managers and executives. It begins with personal awareness conversations and exercises. Then we establish your leadership skill needs, evaluate your leadership tendencies, assess your relationships through assessments, and coach you based on all of this and more. I am highly intentional about building a program specific to each client's needs.   – Dave FergusonDave Ferguson - Living to Lead

3. Follow ABC: Assessment, Branding, Coaching

I follow ABC: Assessment, Branding, Coaching. Leadership skills are built on the existing personalities of the managers and by using personality assessments, I help them define this foundation. Branding is next, where I help them put a trademark on their unique leadership style. Coaching is the final but continuous step, where I bridge the gap between the current and target skills.   – Dr. Cherry CollierPersonality Matters, INC.

4. Use Written Feedback And Assessments

Successful coaching engagements begin with a coach that uses tested and successful coaching processes. It is crucial for the coaching process to align with the culture of the organization and the desired outcomes. Our engagements are a 6-month commitment that include the coachee and his or her leadership, or a stakeholder. Together, we use written feedback and assessments to set a clear path forward.   – Michelle BradenMSBCoach, LLC

5. Offer Introspective Conversations And 360-Degree Feedback

To develop strong leaders, I identify skill level and gaps based on introspective conversations and assessments with both the executive and the people they regularly interact with (superiors, peers, subordinates, clients, vendors). I then collaborate with executive leadership to identify resources, training and coaching experiences to help the executive reach professional and personal goals.   – Barbara SafaniCareer Solvers

6. Use A Presence-Based Approach

My coaching begins with a presence-based approach, e.g., address the big rocks first. I move a candidate or team through the progression of understanding their management duties first, then begin the transition to leader. Ultimately, we address ways for each leader to become a mentor. Mine is an experience-based approach, not slanted to one methodology or another.   – Doug ThorpeHeadway Exec

7. Start At The Top

On too many occasions, an executive coach is brought in to work with managers when, in actuality, the leader themselves is the one who could benefit most from coaching. Before meeting with managers to ascertain their gaps in leadership skills, I would have a frank and honest discussion with the owner of the company about his or her leadership skills, and any gaps that may exist.   – Jackie NagelSynnovatia

8. Focus On Employee Engagement And Productivity

I’d ask them on a scale of 1-10 how much they value their employee’s happiness, how they measure it, and how they foster happiness at work. I’d use this information as a springboard to build their firm’s employee engagement program. We’d role-play various scenarios (an unsupportive manager vs. supportive manager), so they see for themselves the behaviors that alienate and build trust.   – Beth KuhelGet Hired, LLC

9. Revise The Story

At Round Table Companies (RTC), we develop human beings by helping them live a new story. Great leadership development helps people live a more powerful story that fuels their behavior and the results they eventually generate. Our process is organic, creative and focuses on the language we use to help the world see us (and us see ourselves).   – Corey BlakeRound Table Companies

10. Lean Back And Then Lean In

Leadership opportunities present themselves on every level of social and professional organizations. As we grow deeper into adulthood and authority, having a self-awareness practice is key. My self-assessment leadership training focuses on presence, key motivators, listening, values and strategy. With experience and perspective on your side, now is the right time to get reacquainted with yourself.   – Beth J. MastermanMasterman Executive Coaching

11. Identify What's Missing

As an executive coach, my goal is to quickly identify the areas of management and operations that are missing the mark. The first thing I do is meet with the owners and executives of the company. It's vital to understand the true vision. Then I work with each team and leader to understand what is needed to become passionate about their role so they deliver a high quality of service or product.   – Brett BaughmanThe Brett Baughman Companies, Inc.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?