Coaching - delegating responsibility and developing people for success
Here’s Goleman’s characterization of the coaching style of leadership:
Coaching leaders help employees identify their unique strengths and weaknesses and tie them to their personal and career aspirations. They encourage employees to establish long-term development goals and help them conceptualize a plan for attaining them. They make agreements with their employees about their role and responsibilities in enacting development plans, and they give plentiful instruction and feedback.
I’m not sure I agree that good coaches habitually give ‘plentiful instruction’ - coaching usually involves asking questions rather than giving instructions - but that aside, this is a good summary of the coaching style of leadership. As Goleman points out, ‘Coaching leaders excel at delegating’
the key to their leadership is their ability to help people identify their personal and professional goals, and act as facilitators, letting individuals take responsibility for their own success.
Once the researchers had defined these six leadership styles, they assessed the impact of each style on ‘climate’, a term devised by psychologists to assess the ‘working atmosphere’ of an organisation. Climate is defined in terms of the following six factors:
Flexibility(freedom to innovate without being shackled with red tape)
