Leadership coaching is a systematic process of identifying and strengthening the skills and abilities of leaders within an organization. Leadership coaching is based on principles of behavioral science and is one of the most impactful ways to support leaders and help them elevate their performance.

Coaching is highly individualized giving the client a great deal of ownership over the process and its outcomes.

Coaching supports the leader in swiftly addressing real-world problems by applying new insights in the workplace for immediate impact. It also provides a safe space for exploring and addressing the difficult thoughts and emotions that arise for everyone functioning within a leadership role.

Great leaders are catalysts for positive employee morale, strong hiring and retention, and successful business outcomes. Perhaps now more than ever, effective employee-focused leadership is a necessity within dynamic organizations that aspire to thrive and grow.

Today’s employees seek meaningful work, strong communication, flexibility, and positive working relationships. When they experience this, they stay. When they don’t, they leave.

The theory of servant leadership was first described by Robert Greenleaf who popularized the term in the 1970s. According to Greenleaf, servant leaders are interested in the needs of their team members and helping them grow in the organization. Their priorities go beyond solely the “bottom line” and leading people by telling them what to do.

Researchers James Sipe and Don Frick studied Greenleaf’s work and outlined seven core principles of servant leadership.

Character: Servant leaders model integrity, make decisions informed by ethics and principles, display humility, and serve a “higher purpose” within the organization.

People are a priority: Servant leaders demonstrate concern for others and help employees grow within the organization.

Skilled communicator: Strong communication skills are integral to effective leadership. Servant leaders effectively listen to and speak with their team members. They welcome feedback.

Collaborative relationships: Servant leader work to strengthen relationships among team members and navigate conflict in the workplace.

Foresight: Servant leaders keep an eye toward the future and anticipate emerging trends that could impact the organization as it goes forward. They have a strong vision for the organization and can take decisive action when needed.

Systems thinker: Servant leaders are comfortable navigating complex, dynamic work environments. They are adaptable to change and see change as opportunity.

Trust: Servant leaders establish trust and confidence within their teams through reliability, consistency, accepting and delegating responsibility, and fostering a culture that promotes quality and accountability.

(Source: What Is Servant Leadership? A Philosophy for People-First Leadership, Sarah K. White, February 28, 2022, SHRM Executive Network.)

An overriding goal of professional coaching is to unlock the potential of good leaders to become great leaders. I aspire to guide and support my clients in identifying their unique strengths and skills. Together we work to amplify these abilities and develop strategies to apply them toward the goal of effectively leading their teams.

Values are natural motivators for both leaders and for those they lead.

Values are the principles that govern how we aspire to act and what is most important to us. Our values guide our choices and decisions. They evolve throughout our lifetime in response to our relationships, experiences, and struggles.

Remaining conscious of our values and those of our employees and organization is important to building a healthy workplace culture.

I encourage work on values clarification. This process includes identifying core values and exploring their role in how we choose to interact with our team members and carry out our leadership responsibilities.

Communication isn’t part of a relationship. Communication is the equivalent of a relationship. Great leaders are great communicators. No exceptions. I recommend we consider whether there is room for growth in this area.

It’s not easy being a leader. Leaders, both new and experienced, may struggle in their role, managing stress and change, and fulfilling their many responsibilities. Through coaching, I assist motivated leaders in identifying and addressing barriers to optimally serving their teams and organization.