“This allows them to be authentic with their teams and build relationships with each team member. This is why we invest heavily in our Living Leadership Programme to help our line managers go on that personal journey. Coaching then becomes a critical part of how they lead but only once they truly understand themselves and each of their team members.”
Yet if trust and authenticity is at the core of that relationship, should managers be giving the same experience to their staff? According to Author and CEO of Cirrus Dr Simon Hayward, building that relationship requires a hands-off approach. “One of the central principles of effective management is that teams self-manage. To do this, teams need freedom.” He goes on to explain that this in in no way damages coaching – in fact it actually helps employee development as it offers autonomy and responsibility. “When managers adopt the principles of coaching, they empower team members to decide how they will achieve their goals, in line with overall organisational strategy. Many managers find it difficult to make this shift and to give control to others, especially if they’re trying to drive change. However, when they can devolve decision-making and responsibility more widely, it empowers others to achieve results."