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The Leadership Style That Works Best
December 20, 2006
In an article from the Journal of Occupational Health Psychology, "Designing a safer workplace: The importance of job autonomy, communication quality, and supportive supervisors," Parker, et al examined variables that contribute to safe work practices, namely the quality of the communication, job autonomy, supportive supervision, and safe-working protocols. They determined that managers must demonstrate a supportive, COACHING management style, enrich the workplace by enhancing job autonomy, and communicate and share information with their employees.
How well do you coach your employees? Take this short checklist to see how you're doing:
1. I ask more questions than I give answers to my staff.
2. I help my staff members solve problems rather than solve the problems for them.
3. I follow the 80/20 rule on listening/speaking when conversing with my employees.
4. I collaborate with my employees.
5. I am 100% attentive to what my employees are saying to me when we talk.
6. I meet regularly with my employees, at least semi-annually for scheduled reviews.
7. I support my employees through difficult times.
8. I help my employees find new directions for their growth and career.
9. I teach my employees valuable communication and relationship skills.
10. I trust my hunches and intuition about my employees, and use that to assist them in the most productive way possible.
How did you do? If you're doing all 10 of these, congratulations! I am absolutely positive you have an incredible practice. If you're doing anything fewer than all 10, you might want to know more .
Where to start
To develop a coaching management style, you'll want to "buff up" on your own communication style. Want to know what your style is and how you can improve it? Drop me an email and I'll send you a Communication Style Checklist; from there you can begin to see how you are really communicating ... without anyone else knowing how you're doing (although they already know!).
I would like to say the next step is to hire a professional coach, and although that sounds self-serving, it's true. Professional coaches are trained in expert communication and relationship skills and can assist you in developing and refining these skills in a more skillful, less traumatic (as in 'trial and error'...), and more efficient, effective manner (among many other things). You'll get the benefit of someone who knows the process in and out.
If you're not up for coaching, pick up a few books that catch your eye on communication skills and strategies. Make learning about these skills or polishing existing skills as much a priority as any technical/ how-to technology and procedural courses. Alternatively, take the checklist above and practice, practice, practice. Practice coaching skills every opportunity you get! You'll get better and better if you make the effort.
The process continues
We are all learning, growing, changing; if you weren't, you wouldn't be a subscriber to my newsletter. Learning to relate and communicate with others in a productive, meaningful way will reap more rewards than you can probably imagine. Developing a collaborative approach, utilizing the talents, skills, interests, and energies of those on your team will not only synergize your practice, it will help your practice achieve what you never thought was possible.
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