For years I thought that the term “coach,” originated in sports. Nope. When I did a little research, I discovered that “coach” originally meant the four-wheeled kind, like a stagecoach. That meaning goes all the way back to the Sixteenth Century. The next specialized meaning comes from Oxford University in the 1830s.
Then it was slang for a tutor who “carried a student through his exams.” In other words a person who helped someone else succeed. That’s the kind of coach I want: someone who helps others succeed.
Leadership development should include coaching skills
Our teams and companies and people get better when leaders coach. I haven’t got any scientific evidence for that, just a few decades of watching great leaders up close.
Why coach?
Your leadership development program should make sure every manager has coaching skills. Here are four good reasons.
When managers coach, people get better. In the Oxford sense of the term a coach conveys someone else to success.
When managers coach, teams get better. Coaching is the best way I know of to improve the coordination of individual effort so it becomes team effort.
When managers coach morale gets better. People don’t want to be called out for mistakes. They want to get better without the drama. Coaching can make that happen.
When managers coach, their work life gets better. This is the dirty little secret of coaching. If you are an effective coach, your team’s productivity and morale are likely to be higher and your life is likely to be easier.
Managers who coach help others succeed. Isn’t that what you want your managers to do?
