Employees prefer a Coach, not a Boss
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This year, we are already planning to lead two sessions on helping managers/leaders think of themselves as a coach and not just a boss. During Karen’s dissertation research 10 years ago, she interviewed employees who clearly preferred their bosses who coached them, because they provided positive feedback, maintained an open door policy for regular conversations, and maintained an open mind about the best way to do the job and then empowered them to do their job as they saw fit.

Gallup has recently published more research on this topic, also finding that employees prefer managers who coach and not micromanage. This results in more employee engagement and employees who use their strengths (which we also endorse).

Becoming a coaching boss takes time and intention. But, if you look to the supervisors you have learned from yourself in the past, you will probably recognize what coaching looks like: someone who sees the best in you, someone who finds ways to push you to learn and do more, and someone who provides feedback to help you achieve personal, team and organizational goals.

Here are a few more articles that we have found helpful to learn more about coaching.

Coaching in the workplace
Coach employees to be better managers
Why the smallest acts of leadership are the most important

Let us know what you think of a coaching approach to leadership and how it works for you.