LC Extension

Good coaching is not just vital for your favourite sports team – it’s also essential for developing a successful team at work. Reports found that combining coaching with training can lead to an 88 per cent increase in productivity, compared to 23 per cent from training alone.

Coaching is proven to improve individual, team and organizational performance, providing your team with the skills needed to communicate clearly, enhance work productivity and reach goals.

With the right coach, your team can develop new perspectives and uncover issues with individuals or organizational processes. In fact, studies have found coaching is so effective, it can deliver a 788 per cent return on investment.

In this article, Ed Temple, Lethbridge College’s LC Extension Leader as Coach Program Chair, will help us dive into the important role that coaching can play in training your organization’s current and future leaders.

You’ll learn how to find – or become – the right coach for your team, and how to be a better leader, no matter what position you hold.
 

The difference between a coach and a mentor

While an overlap exists between the approaches of a coach and a mentor, coaching requires unique leadership skills. Temple describes the difference between the two, noting that a mentor is typically someone who has walked the path you want to pursue, and is available to answer questions and provide advice based on their own experience.

“You look to them to share their experiences and learn from them for your own development and growth,” Temple says. “You want to learn from somebody because they've done it before, which is really valuable in a lot of ways.” 

In contrast, a coach’s primary goal is to ask enlightening questions. A coach might contribute ideas, but usually the person or team being coached sets the context of the agreement, stating the outcome they want and why. The coach then poses questions to help them uncover their own answers.

“Coaching is about helping you figure things out for yourself,” Temple says. “A coach will ask how things connect to your values and who you are, how you see situations, how you problem solve — and from there, will help you figure out a way forward.”

What to look for in a good coach

The relationship with a coach is vital to the progress your team can make. Chemistry, safety and trust should be paramount when deciding if a coach is the right fit for your team.

“Look for somebody you believe in, that you're comfortable with and that you feel like you can be yourself around,” Temple says. “The way they show up is really important.”

Temple suggests having one or two conversations with a potential coach to check for compatibility before your team starts working with them. Notice if your team likes spending time with them, and if the coach asks questions that resonate with your team while creating a relaxed environment. If you feel pressure or a need to impress the coach, they’re likely not the right fit.

A coach who can help your team achieve its goals doesn’t need to have the same background or experiences as any team members — in fact, Temple says it’s completely unnecessary. The main outcome should be a valuable exchange that often, but not always, leaves your team with clarity and energy.

How to be a better leader for your team

Developing a coach approach is key to providing great leadership, and the best way to hone your abilities is to take an organizational coaching training course.

This type of training will help you construct a coaching framework and provide you with questions to shift the conversations of your colleagues. While it might seem challenging at first, having a simple conversation with intention can make a huge difference.

When team members begin asking thought-provoking questions, taking a coach approach can help everyone think, talk and interact differently. Temple points out that it doesn’t need to be a designated leader asking the questions — anyone can pose queries that move the team forward.

“You never know where change will take root,” Temple says. “You do not need permission to be a better leader, to be a better version of yourself.”

Any individual can learn skills that demonstrate the value of coaching. Since 80 per cent of people who receive coaching report an increase in self-confidence, this can create influence at all levels of an organization, from entry-level employees to CEOs.

Coach with connection

Leadership may be the most important skill of the future, as 84 per cent of organizations anticipate a shortfall of leaders in the next five years. That’s why it’s critical to develop a coach approach toward leadership now. Once you have a solid understanding of how coaching can enhance your leadership skills, Temple says with practice you can learn how to evaluate problems with a new perspective, which can lead to positive changes throughout your organization.

Creating an environment where your team can thrive begins with inspiring positive change.

“We all need to continually change, and apply innovation and creativity,” Temple says. “Coaching is related to all of those things. We can empower, support, lead and encourage people to adjust. We want people to be autonomous and connected to purpose, passion and meaning, and coaching helps people identify that in themselves.”

Lethbridge College Extension (LC Extension) is proud to offer the level one International Coaching Federation (ICF) accredited coaching program, which is full of valuable tools to help boost your team’s confidence, enhance work performance and improve how your team communicates. It’s truly the gift that keeps on giving — through developing leaders who inspire and motivate their teams, and by supporting and encouraging others to step into leadership roles successfully.

Take a coach approach to strengthen your leadership. Check out LC Extension’s coaching program at Lethbridge College today, and see how we can work with your organization to help shape a successful future.