Looking back on my journey as a new manager, I realise now the power of this simple mantra.
As a manager (particularly a new one) I felt the pressure to have all the answers, to demonstrate my competence, and to ease the burden on my line reports.
But in my eagerness to prove myself, I overlooked one crucial aspect: listening.
I wish I had understood sooner that effective leadership isn't about having all the answers—it's about asking the right questions and empowering your team by listening to them.
In this ever-changing landscape, the importance of coaching skills for new managers cannot be overstated. Here are some of the reasons why developing the skills of active listening, the ability to create connection, asking questions and giving impactful feedback are essential for the success of new managers.
1. Empowering others
Like many new managers, I wanted to be seen to have all the answers - that imposter syndrome inside me felt that I had to overly demonstrate my worth, otherwise people would see that I didn’t really deserve the title of manager. Coaching skills empower new managers to unlock the potential of their team members. Instead of micromanaging or dictating tasks, coaching encourages managers to guide and support individuals by listening more, holding back and asking questions to help their employees come up with their own solutions.
2. Building trust and rapport
Effective coaching builds trust and rapport between managers and team members. Through active listening, empathy, and open communication, managers demonstrate their genuine interest in the growth and development of their employees. This fosters a supportive environment where team members feel valued, respected, and motivated to excel.
3. Enhancing communication
These skills aren’t just reserved for you and your direct reports. Coaching skills enhance communication within teams and across all organisational levels. By asking powerful questions, providing constructive feedback, and encouraging open dialogue, managers facilitate meaningful conversations that lead to greater clarity, alignment, and collaboration. This enables greater creativity and fast decision making.
4. Driving growth and development
Managers who adopt a coaching mindset prioritise skill-building, learning opportunities, and personal development for their employees. Having opened up communication, team members are more likely to talk about their ambitions and developmental needs. This means managers are able to provide guidance, resources, and mentorship that aligns with the individual’s career goals.
5. Improving performance and engagement
Coaching skills play a pivotal role in improving team performance and engagement. Managers who coach their team members (rather than dictate to) effectively provide ongoing support, recognition, and feedback. This leads to increased employee engagement, job satisfaction, and productivity. Moreover, coaching helps identify and address performance gaps, leading to enhanced individual and team performance.
New managers face a myriad of challenges and responsibilities, and with hybrid working here to stay, the communication challenges are ever more present. By mastering (and prioritsing) coaching skills, managers can navigate these challenges with confidence and lead their teams to success, whilst role modelling a coaching approach to the wider organisation. Empowering others, building trust and rapport, enhancing communication, driving growth and development, and improving performance and engagement are just some of the many benefits of embracing coaching as a managerial approach.
Discover my coaching skills workshop coming up on 23rd April.