As a leader, every interaction you have with one of your leadership team is an opportunity for development coaching. The key is to make sure your direct report leader is working their brain harder than yours. Default to asking questions rather than just spitting out answers.But there is another benefit to taking a coaching approach
When you move into your first role where you are the leader of other leaders, at first your focus is on the leaders and the teams that directly report to you. There is a lot to get your head around. One of the dimensions of the leader of leader role that’s easy to neglect is
It’s a common misconception that micromanaging is just being a mean boss. You can easily assume, ‘I’m a nice person, so I can’t be a micromanager.’ It’s not always easy to see that you are micromanaging. That won’t stop this micromanaging habit from having a huge impact on your ability to lead other leaders. Some
“It’s quicker if I just do it myself!” Every leader has said this at some time. When you are leading a team of technical professionals and you have been one yourself, it may be true. Once you are a leader of leaders, your default setting has to be that you never ‘just do it yourself’.
Your leaders must have space to play to be able to lead. We can call this space a sandbox. A sandbox is a space where people can work without being monitored or given specific directions on what they should be doing. It’s all about the freedom and support you give them so that they can
Power of labels A regular topic in my coaching work with leaders is ‘difficult conversations’. Seems straight-forward, right? Get a model and guide the person through the techniques for having a ‘difficult conversation’. A few good questions, active listening and off you go. These techniques are very useful. But often there is still this nagging