Blog FPO

Great Leaders Coach or Risk Cheating Team Development

This guest blog post is by Cynthia Mills, FASAE, CAE, CMC, CPC, CCRC.

There is usually a difference between how we are leading and how we would prefer to be leading – not to mention the impact on our teams and organizations. 

Our ideal condition - striving & thriving energized colleagues, who are highly aware of the diverse talent at our table, support and encourage the team, and celebrate our accomplishments in service of others. 

Often our reality - daily overwhelmed, task-oriented teams, just trying to knock things off the list. Leaders are trapped in “the doing” instead of being the leaders they desire; frequently finishing the task for someone, instead of assessing how they may be cheating on their team’s development and negatively impacting career trajectories. 

The way out is to coach - to give guidance, and yet stay in a position of inquiry. Instead of immediately asking questions to provide an answer, ask questions that allow them to create the process by which they can solve issues, develop greater creativity, and build career potential. 

To choose not to do so prevents you from achieving your greatest leadership impact, as you will never be able to focus fully on being a leader, when spending your time as a conductor. It ultimately stalls your team’s creativity, their self-confidence, and their ability to shape dynamic careers. We are essentially cheating on our organizations, ourselves, and those with whom we are co-creating.

Next time you feel that pull to just do it yourself or give an answer, try one of these coaching style approaches, depending upon their development and the type of request:

  • I’m delighted that you are feeling the stretch with this assignment, so you can grow professionally. 
    • What steps have you taken so far, so I have context? 
    • What alternatives are you considering? 
    • What are you leaning towards and why?
    • What’s at risk with each choice?
    • Who will be impacted by your judgement call/decision?
    • Who needs to be informed before you take action?
  • Share with me your thought process on who should be engaged to solve this issue and how they can bring value to the decision, as well as further develop their capacity in their role? (For those who tend not to collaborate naturally.)
  • Here are a couple of suggestions for next steps. Circle back with me when you have completed these, regarding your experience while designing their execution and the next actions you plan to take after that. Be ready to discuss your thought process, based on this experience and make a recommendation for how we proceed. (For those earlier in their development.)
  • Thank you for informing me.  This is your responsibility, and I trust you to complete the assignment/task, etc. (For those who love to delegate up!)

Staying in inquiry and adopting a coaching style will leverage your leadership, your organization’s mission impact, and the individual careers of your team - a win/win strategy for all!

Digital Transformation: It’s All About Culture

Digital transformation has been a hot topic for years, yet associations are still struggling to make it happen. Why is that? In our new whitepaper, we posit that it's not so much the technology part that's holding us back, it's culture, and more specifically, intentional culture change. Learn how to get that right and propel your association forward.

Read More >
By: Aaron Wolowiec | May, 28 2021

Coaching Questions Guaranteed to Get Your Team Talking

The Event Garde team has come to rely on well-researched models to support its internal work and collaboration among fellow team members, as well as its external work, relationships and deliverables with clients and other key stakeholders. In this post, Aaron Wolowiec shares three of these models and the associated coaching questions used to elicit productive discussion.

Read More >

The Long-Term Problem of Short-Term Actions

If you face a problem that requires fast action, what took you so long to recognize and be prepared to act in your and the businesses long-term interests? Are we practicing to solve problems only for today and not the future? Let's not create more potholes to fill by not seeing and understanding their long-term impact.

Read More >

Coaches…Can You Define Trust?

Coaches often say that trust is the key to their coaching success, but the term itself defies a universal definition. This post suggest three areas where we can leverage trust to strengthen our coaching practice.

Read More >

Great Leaders Coach or Risk Cheating Team Development

There is often a difference between how we are leading and how we would prefer to be leading – not to mention the impact on our teams and our organizations. There can also be a difference between how people are being led and how they would like to contribute and develop their long-term career potential. When we choose to eliminate the risk of cheating our team’s development by using a coaching approach as leaders, the effort creates a magnitude of impact for our organizations, our teams, and our own leadership that becomes irresistible.

Read More >

Post-Pandemic Life Invitation

None of us are left untouched by pandemic possibilities.

Read More >