Is It Unreasonable To Ask Line Managers To Coach?
David Nikolich
Now there’s an exam question for your local debating society!
Seriously though; given the choice, would you be arguing For or Against?
Coaching direct reports is one of the most effective ways a Line Manager can positively impact the growth of the business.
However, over the years we have had many business proposals to help Managers perform as coaches turned down by key decision makers within their respective organisations.
Are they mad?
Well… No, quite rational actually!
Changing The Perception of Coaching
Coaching is often seen by Leaders as a specialist role and therefore, can sometimes get muddled in with the day job or delivered badly if only performed on an occasional basis.
We firmly believe that all Managers should be trained up to a level where they become effective and efficient coaches within their day-to-day sphere of responsibility.
However, we also recognise the tremendous value that an experienced, highly accredited external coach can add, when they are brought into a business to develop and support staff even further.
In the spirit of a lively debate, here are my arguments:
For Line Managers as Coaches
So, you’re backing ‘For’ then David, I hear you cry…
I certainly am, when it comes to general observational and experiential development of their direct reports.
- By not acting like coaches Line Managers risk producing a lack of regular personal on-the-job development, which itself can further stifle general business performance.
- By regularly observing what people do at the critical points in their delivery, you get the chance to praise and share best practices amongst others or proactively work on improving the smaller aspects that can sometimes have the bigger impact.
It would be remiss of me not to mention how on-the-job coaching can also significantly lift annual engagement scores leading to better retention of your top talent.
Against Line Managers as Coaches
However, with the above being said, I might also debate ‘against’…
Yes, I know that’s not how debating works but hear me out!
- Line Managers acting as general Coaches can offer tremendous cultural and operational value, but they are not always the most effective approach when it comes to specific coaching – that’s where External Coaches come in.
- People often drop their guard and respond better when they believe they will not be critically judged for being slightly off point, or when there are no perceived hidden social or political agendas to get in the way.
This is the true value that an experienced External Coach can unlock – utilising a professional outsider perspective to help problem solve sensitive issues or tackle matters in a different way.
Ultimately, resulting in a win/win scenario for all parties.
To Conclude
So, to conclude then, (other than establishing I am particularly rubbish at debating!)
When it comes to the question of Line Managers as Coaches; You can have the best of both worlds!
- Create regular marginal gains via personal development coaching from a line manager.
- Paired with independent, professional specialist coaching depending on the higher-level situation.
- Everyone Wins!
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