About coaching leadership

The coaching leadership, is what I personally list highest. This is sometimes called situational leadership. Leaders do not have the exact leadership style that they always have, but can switch between different roles as appropriate, based on the needs of employees, and what they require, in order to grow and develop.

The downside is that it can be difficult to find leaders who have the qualities required to be a really good coaching manager. Often it is about their personality basically. The person, in question, should have self-awareness, self-confidence and self-insight. It is also important that the leader knows himself and both his strengths and weaknesses. 

A coaching leader accepts, and acknowledges, and works with the things he wants to change. The same person also has the ability to bring out untapped potential in their employees, but can also promote their employees to a higher position than the one they hold. To be able to do this, trust is required, that the coaching manager understands that the work situation, and the organization, is not about competition. A good coaching manager should be able to see greatness in others, without for that matter having a need to assert himself, or compete with his followers. 

It’s actually unfortunately quite unusual with managers like this, but I have hope for life, hope that there will be more managers like this, for tomorrow.

Coaching leadership

If you want to do your thing internally, at a job where you are already, I think you should choose a context where there are coaching leaders, who see your talents, and listen to what you want, and who can have a dialogue about the here things, so that you can develop to be as good as you really could be if you got the support that you actually deserve. Of course, the coaching leadership means huge benefits for the organization, in general, because it is profitable to have people in the right place. Letting people be in the wrong place is very unprofitable

Usually, it is said that the solution that is good for the individual is good for the organization. I believe that the generations of young people entering the labor market now will be more demanding. They do not accept fixed structures, they want to be involved and influence, set their own labels, and they want the opportunity to change the system so that it becomes more flexible and adapted to the individual.

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