The better a leader knows how to lead himself, the more excellent he is at leading other people, discussed the authors of the successful management book and development coaches Jaanika Rannula and Aili Nurmeots.
At length they discuss what it means coachmanagement of iv. According to them, it is a management style that empowers people to find the best solutions to work tasks on their own in an efficient way.
What is coachiv management? “It is a people-centered management method, where the best results are achieved by treating, valuing and empowering people equally. Coachiv leader values each person as he is with all his strengths and development opportunities,” say Rannula and Nurmeots.
In this way of management, the person is the most valuable resource of the manager himself. Leadership begins with the leader himself, and the more aware a leader is of his own influence, behavior and actions, the better he can lead others. Coachiv leader is able to stand aside or let go of his position of power when in one-on-one contact with a person, he is not superior, but an equal partner free of power to that person.
He focuses on bringing people to their maximum potential by letting people come up with solutions themselves, not by hand-feeding them. A human-centered leader is able to pause, listen actively, be fully present in the here and now, and be there for their person.
Hurry slowly!
The most difficult thing is for the manager not to offer solutions, to slow down and “hurry slowly”, to really listen and notice what the other person really needs: does he need your advice and recommendations, or does he instead want autonomy, independence or simply feedback that he is on the right track. Managers have a calendar full of meetings and often run through one-on-one conversations. Not noticing what state the person is actually in. How should he really be supported so that he can contribute to the maximum and use all his abilities?
It is difficult for managers to let go of responsibility – they are responsible for everyone and everything, but actually trusting and believing that a person will reach the right solution and results is damn difficult. The owner’s expectations, the demands of the customers and also the needs of the employees are waiting to be fulfilled.
One could talk for hours about how self-management and self-awareness affects a leader’s ability to lead teams better. Us too coachafter all, we are our own best tools. We also apply ourselves in our processes: our listening skills, reflections, intuition and observations, which our personality and experience help bring out.
Why are you even a leader?
Therefore, we believe that the manager himself is also the most important tool of his management. If he himself is “in a mess” with his peers, overworked, burnt out, stressed, under pressure or with too much need for control, which he himself does not even notice, it is difficult to lead other people to results with good involvement and cooperation.
What questions should every leader ask themselves before they step in? coachiva leadership journey? Probably the most important question is: why am I the leader? How do I manage? What do I do to succeed as a leader? What makes me shine as a leader? If a leader does not have a clear vision and vision for acting as a leader, it is very difficult to elicit meaningful goals from other people.
We have asked our clients why they are leaders. The answer is often: it happened somehow, my manager suggested me, I grew into a manager, or my boss ordered me to. There have been a few cases where a manager can be called a professional people manager who implements changes, strategies or leaps in development in companies of various fields.
Would you be happy to be subordinate to a leader like yourself?
Before the driver enters coachiva’s leadership journey, he could ask himself, in which manager’s team would he like to work? What is clear is that every driver gives their best every day. Sometimes things just don’t turn out the way we want them to. That’s what a longer development program is good for, to train your leadership skills muscle. Continuous self-development ensures that we are the kind of leaders our people really need.
We believe that everything starts with the mindset – does the leader believe that people are capable of finding their own solutions and that his role is to support, encourage and empower? Or does he think that things won’t work without him and that he has to control everything? A leader with an open and growth-oriented mindset can also inspire his people by his example and behavior.
As part of the training program, we give managers tools that they can immediately practice with their teams, because changing behavior helps shape mindsets over time. The whole program is tied together by the coaching leader’s compass, with which we create a vision for the future so that the leaders have a clear direction to continue with after the program.
Source: www.aripaev.ee
