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The collaborative and engaging style of a "Coach" enables leaders to be a "manager-coach". This approach focuses on developing employees in order to achieve business results rather than managing their every move. The mindset of the manager-coach is to create an environment that fosters learning, independent thinking and opportunities to contribute. The manager-coach doesn't want to be seen as a solution provider. Rather, they want to be seen as a facilitator, paving the way for the employee to achieve their results. Manager-Coaches are a role model for others. They are excellent listeners and communicators, providing perspective and encouragement while also setting high standards and expectations.

How effective is your approach to coaching? We invite you take a coaching evaluation to see where you stand in comparison to outstanding business coaches. It will measure the how strongly you prefer to behave collaboratively or dictatorially, how prone you are to giving advice or enabling other people to discover answers for themselves, and how apt you are to exert your expertise or treat everyone as equals. While certainly the best coaches adjust their style to the particular person and situation at hand, we have found that there are ideal ranges on the scores for all six of these dimensions.

This was a thought provoking survey,that helped confirm an area of my own leadership that I wish to evolve - wanting to solve everyone's problems for them rather than engaging them in helping to find solutions.

As I study, learn, use and teach coaching principles I am continually struck by the power of its approach. This article is fascinating and highlights many of the concepts we teach in Leader as Coach at Tweddle University.

Once employees know they're being approached about their work with respect-but also with consistently high expectations-they're likely to develop a comfortable, professional relationship with you, their manager.