The biggest challenge for leaders who want to adopt more of a coaching mentality: turning-off the burning need to add value. Learn to do that and watch the performance of your team soar.

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The Coaching Leader's
Nemesis: Adding Value September 2015
The biggest challenge for leaders who want to adopt more of a coaching mentality: turning-off
the burning need to add value. Learn to do that and watch the performance of your team soar.
Leader as Coach
Most of the leaders and managers I work with include
somewhere in their goals the addition of coaching skills to their
leadership toolkit. And I am most happy to oblige: why wouldn't
we want to send more champions of self-belief, thinking,
learning, awareness and personal responsibility out into the
world of work?
Being a coach is a mentality; a whole attitude adjustment; a
recalibration of principles and practices. Changes we're all
capable of making - and that bring hugely powerful results.
So in the pursuit of becoming a coaching leader, where should
you start?
I'm going to suggest we start by addressing the challenge I see
recurring most often in otherwise competent and successful
leaders: the burning need to add value.
The Value (Over-)Add
Picture the scene. A member of staff has an inspired idea and he
takes it to the boss. He articulates his vision with precision and
passion. He enthuses over even the smallest detail; and has
answers for even the biggest objections.
The boss likes it. And then she says: "Great idea. But what would
be even better is if we did it this way."
This might read like a contrived example. But stop and reflect for
a moment; and I would think you can recall any number of
instances throughout your workday of the constant tacking-on of
just-a-little-extra value by (otherwise) successful, competent,
caring leaders and managers.
(I know I can - I was one of those unable to stop adding “value”!)
The Intrinsic De-motivator: Lack
of Ownership
The issue of value add is ownership. Your idea has just become
my idea. And whilst my added value has perhaps improved the
idea, it's come at the cost of a significant reduction in your
commitment, enthusiasm and conviction in its execution.
And what would I rather have: the great idea driven home with
expert execution by a fully committed and motivated staff. Or
the "great idea +", merely actioned by impoverished staff?
The True Value-Add: Drawing-
out What's Already There
So what does a coaching leader do? In short: they let go.
Of course, there'll be times when intervention and instruction
are necessary. (Although far less than many of us might, at first,
think.)
But otherwise, I would really encourage us all to challenge our
own value adds. Why am I really adding to this? For what benefit?
For whose benefit? And at what cost?
By all means, work the proposed idea. Offer challenge and
stretch: the brain loves that.
But let your staff find that extra value. Let them own their idea in
its entirety. Let them nurture it. Draw-out what's already there.
And be the coaching leader your staff will thank you for being.