Coaching training is quite expensive. Leadership coaching can cost as much as $15,000 USD however, the benefits of Executive Coaching are beyond dispute.
What is Leadership Coaching?
Leadership coaching is described as a personalised approach to leadership training which is in-demand among the public. The programme and process tailored to a single person (here, a leader) as opposed to team building programmes can be clearly seen in that statement. Two individuals are involved in leadership coaching: the leader being coached and the coach who manages the coaching.
Major corporations use leadership coaching programmes. Questions occur: How much do we know about the results leadership coaching programmes achieve for individuals, teams, and organisations? Questions have not been posed sufficiently.
Organizational management practises have shifted over time, and it is worth observing how leadership coaching has changed as well.
Transformational leadership emerged in 1978. Practice of transformation is a strategy to transform “traditional transactional leaders” into leaders who also care about the aspirations and expectations of those that follow them. To accomplish this, leaders conveyed the importance of what needed to be done to their followers and, at the same time, helped them to stay motivated.
Thus, we can see that leadership systems and beliefs shift over time. They are not static, but dynamic; they continue to shift and change with the years. The question, then, is how to keep leaders on top of trends, beliefs, and thinking in management. Transformational leadership training and leadership training are both necessary for leaders and organisations.
Other-wise, leaders must be taught new leadership techniques and approaches. It is possible to become a leader while not attending college or university. Leaders with so much to manage in their organisations might neglect their schooling. Maybe leadership coaching could help.
Good Read: Absolute Importance of Executive Coaching
Leadership Coaching and Transformational Leadership
Transformational leadership and leadership coaching share many similar characteristics. More interested in leadership coaching, in this article, we won’t focus on transformational leadership. However, simple definitions of leadership coaching and transformational leadership will suffice.
Prioritization is given to coaching leaders to better relate with their followers. transformational leadership is leadership that develops, stimulates, and inspires team members, while fostering the relationship between leader and follower.
Transformational leadership and leadership coaching are so similar in concept that they can be described as being one and the same thing. The organisation’s clients decide whether they will be better or not.
Leaders are critical in business.
Everyone agrees that leaders are crucial. It is broadly defined as the process of motivating followers to willingly perform activities. Such a definition is fundamental and basic. Leadership is also defined as interpersonal influence that stems from an individual’s positional power where the result is oriented toward change that reflects a shared purpose.
Approaches to leadership
Leaders have various profiles. And they use different methods or approaches to manage people and lead their organisations forward. A great practise is to utilise non-coercive approaches to influence others. Transformational leadership styles allow for non-coercive leadership. Transformational leadership benefits companies that want to retain and motivate their employees all the time. Another advantage is that organisations want to work with transformational leaders.
The Transformational leader
In actual practise, transformative leadership looks like this: The traditional transactional leader will inform followers about their tasks and give them a step-by-step breakdown of how to do them. After that, the leader will then reward high-performing team members. When the project encounters problems or issues, it is the responsibility of the leader to offer ideas on how to rectify the obstacles. Transformational leaders demand growth, stimulation, and inspiration from their followers, whereas traditional leaders are content with an average rate of progress.
Transformative Leadership Development
When working to improve leadership development, organisations should use a number of interventions. Common interventions include training seminars, action learning, and 360-degree feedback. Transformational leadership interventions that are more focused on mentorship, counselling, and self-evaluation are done on an individualised basis.
Popular leadership development techniques
Seminars are the most commonly used training intervention. Training seminars draw a large audience. Additionally, seminar-based leadership development strategies come with a lot of uncertainty.
SEMINARS usually occur in a very short period of time. For instance, seminars tend to last for one hour per day or during a limited period of time. The drawback of course is that it takes time to alter one’s behaviour.
However, these headsets do not have the intimacy and individuality required by leaders.
Training seminars are attended by participants who say they have experienced a “buzz,” but they maintain that the buzz is short-lived. Commenters say that the benefits of seminars are short-lived. According to logic, behavioural change will be short-lived. This means that those seminars must have been a waste of money.
Training seminars provide subpar results.
Organizations and workplaces regularly face a challenge of sustaining the buzz after seminars. In addition, workspaces are believed to be factors hindering training attendees from reinforcing what they learned from training seminars.
Addressing these issues plus insufficient support for returning trainees results in a seminar’s efforts being completely futile, if you want to be blunt about it.
Leadership Coaching to help the gap created by seminars
Developmental programmes should be planned to run for longer periods and provide continuous support or contact for trainees.
Leadership coaching helps organisations meet the challenges presented by seminars. As we’ve previously established, seminars and leadership coaching are distinct developmental programmes. SEMINARS: One, seminars are for large groups, which means they are less intimate.
Seminars are short-lived to offer long-term value. Management training is the opposite of seminars. Leadership coaching programmes are designed for single leaders. Programs are smaller, intimate, and run for longer durations. This can help foster long-term behavioural change for your leaders.
A level above seminars is known as leadership coaching. The seminar buzz and enthusiasm is sustained by constant training and support, with behavioural change being transferred to workplaces.
Coach uses action learning.
Action learning was proposed as a method for training leaders by having them carry out real-world tasks. The principle behind action learning is that leaders learn better when given project-based work to do. Action learning is different from scenarios leaders do not come across in their everyday work. With action learning, leaders complete tasks while learning at the same time.
One other example of action is teams who are supervised by a leadership coach. Study results from observing actual instances of action learning indicate that learning remains long-term, and participants report their critical thinking skills increased significantly as a result. This additional information confirms that it is better for organisations to focus on leadership coaching than rely on sporadic seminars.
Action learning has inherent flaws. Experts on the issue report that action learning is a one-time event. The experts say that frequent experiences are needed for leadership coaching to be successful. Action learning has also been criticised for providing little time for reflective learning because it depends heavily on leaders being present. action learning is criticised for simply centering on leaders carrying out real-life business activities, without giving leaders the time to reflect on their experiences and learn.
Action learning, ultimately, has its benefits. Findings demonstrate that the development of leaders benefits from action learning.
Bringing 360 Degree Feedback into Focus
Another cited leadership development intervention is 360 Development Feedback. 360 Degree Feedback is a process that gives feedback to leaders, such feedback coming from team members, other leaders and supervisors. 360 Degree Feedback is commended for being very useful in promoting self-awareness of the skill strengths and weaknesses leaders have. This self-awareness – getting feedback from colleagues, team members and coaches – allows leaders to see themselves exactly the way they see them.
Again, this intervention technique has its flaws. While 360 Degree Feedback is noted for increasing leadership self-perception, researchers have found out that this technique is inconsistency in bringing about change in leadership behaviour.