I’m not totally sure why we struggle with the notion of embracing coaching as a tool to develop top-quality performance outcomes from key business leaders and teams. It’s my belief that the role of coaching tends to fall to the line managers who generally speaking have little time for coaching and equally have not benefited from investment in personal development to enable them to become good or great coaches.
My assertion is borne out from personal experiences in both large and small businesses and teams with the emphasis on management over coaching. Too often the managers are wrapped up in the day to day management and they also become too close to the teams and lack objectivity.
The basic premise for coaching is that the coached party has all of the resources available themselves but need external reflection to unlock and enable.
Recent conversations with a current manager have added to my certainty on this issue and the necessity for external coaching to be a part of the support to the manager and the team, keeping the team dynamics intact and ensuring the building of togetherness and cohesion
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