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Stop Pushing – Create Pull

Would you rather push or be pulled?

Coaching-leadership offers innovative approaches to talent development and results.

4 myths about coaching-leadership:

Myth #1. Traditional leaders tell and give answers; coaching-leaders don’t lead.

Giving answers and taking control works for robots, not talent.

Asking more questions feels awkward at first, but it’s empowering and freeing once embraced.

Myth #2. Coaching-leadership is too slow.

Coaching requires up-front investment.

The deception of traditional leadership is it’s faster and easier in the long-term. But, command and control leaders stifle initiative, create bottlenecks, and neglect talent.

Upfront investments in coaching produce long-term benefits.

Myth #3. Coaching-leadership is soft.

All leadership is about developing talent, igniting change, and producing results. The issue is how, not what.

Coaching-leaders create pull by calling people to take ownership and expecting them to rise to their potential.

Coaching isn’t naval gazing.

Coaching-leaders create pull.

Traditional leaders push – coaching-leaders create pull.

  1. What’s next?
  2. What’s holding you back?
  3. Who needs to be involved?
  4. What does success look like?
  5. What behaviors produce positive results?
  6. When are the best times to employ new behaviors? Let’s practice.
  7. What does progress look like?
  8. When can we discuss progress?
  9. What’s not working and what new approaches might you try?
  10. How can you move the ball down the field today? We don’t need a touch-down, just a first down.

Alignment with organizational values, vision, and mission keeps coaching-cultures focused.

Myth #4. Coaching-leadership is easy.

The rigors of coaching-leadership include:

  1. Resistance from ingrained expectations regarding traditional leadership.
  2. Developing new skills. Coaching-leadership confronts many traditional strategies, tactics, and techniques of traditional leadership.
  3. Giving others space to develop and deliver results.

One great opportunity of coaching-leadership is trusting talent to pull organizations forward.

Not all the time:

Coaching-leadership doesn’t work when:

  1. The house is on fire.
  2. Talent needs training.
  3. Time is short.
  4. External factors impede success.
  5. Employees are know-it-alls.

What are the challenges and opportunities of coaching-leadership?

***The four myths are adapted from, “Coaching for Engagement.”

I’m excited to partner with Clarity Development Consulting to offer the proven “Coaching for Engagement” program. Drop me an email if you’d like to explore Bob Hancox and me coming to your organization to begin developing a coaching culture in your organization.

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