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5 Coaching Tips for Business Leaders
We all know remote work is here to stay — and the short story is — it’s different. There are so many WFH benefits for every worker at every level, from the c-suite to the call-center. Everyone wants the flexibility for themselves. But for hybrid and remote teams, there are just as many challenging adjustments.
How are managers leading teams and creating trusted experiences in the age of hybrid meetings and multi-factor authentication? There’s new research every day, with data, findings, and best practices from across the globe.
In workplaces undergoing transition, where the culture is shifting to long-term remote and hybrid work, managers can take a coach approach to build authentic relationships with distributed team members.
What makes it coaching? You set your focus on educating, motivating, and supporting your direct reports. It’s a mindset shift. You’re moving to a headspace that’s less authoritative to build relationships that are more collaborative, more mindful, and more trusting. It’s an approach where team dynamics improve — and for managers, there’s less pressure to know all the answers during uncertain times. Teams analyze, solve challenges, and reach goals together.
Here are 5 Tips for Leaders:
1 - Get Comfortable with Vulnerability
Vulnerable is a word that makes people nervous, but really we’re talking about having authentic dialogue whether you’re interacting in person, in writing, or on a zoom session. Talk about times in your own career where you struggled to solve a problem, needed to learn something new, or made a bad call. When you’re on the fence about a decision, discuss it with your team, and weigh the pros and cons. You’re human. Loosening up builds rapport, deepens communication, and leads to trust (even from a distance.)
2 - Create Ownership
Instead of giving step-by-step directives, create a sense of ownership. Present the desired business outcome or goal, and then let team members identify and analyze strategy, action plan, and timeframe.
For example, the Company might want to decrease the amount of costly warranty claims for a particular product. There’s at least 10 different ways to approach the problem, and each approach has unique obstacles and benefits. You might focus on quality and workmanship. Or you might focus on warranty terms and conditions. Guide your team through problem-analysis and solution design; sponsor the project; and support them with needed resources to execute the strategy they designed.
3 - Think like a Beginner
When you’re an expert on something, it’s easy to lose sight of complexity. You’re able to analyze, improvise, and take action in a way that looks effortless to a novice or beginner. You can cross your fingers and hope the onlookers learn by osmosis. Or you can ditch your fear of patronizing and break things down. Simplify abstract concepts, explain decisions, and give your rationale. Is there more than one approach that would work? Have you tried a different method in the past? Do you know (from experience) why something was designed a certain way? Share “101” information, nuances, history, and wisdom with your team.
4 - Prioritize Balance
In the world of work, a lot has changed in a short time span. There are more companies offering flex schedules than any other time in history, and as the lines between home and the office permanently blur, there’s burnout, zoom-fatigue, and isolation to contend with. Support teams by protecting work-life balance. Have open conversations about wellbeing, communication preferences, digital overload, stress reduction, working smarter, response time, and sense of urgency (because everything can’t be urgent.) Share the strategies that work for you, and ask your team about their triggers and preferences.
5 - Recognition
There are so many reasons to recognize employees for a job well done— but rounding everyone up for a celebratory lunch - or even a cup of coffee - isn’t easy or possible when teams are hybrid or global. Find ways to show team members you see their efforts and value their contributions. Look for positive reinforcement opportunities at every scale — when someone keeps their cool in a high-stress situation, AND when someone spearheads a program that grabs the attention of executives. Send digital shoutouts, handwritten notes, and digital rewards like the ones we’ve curated here. Keep in mind that everyone has unique capabilities; everyone is motivated by different factors; and everyone has their own definition of success. When you take a coach approach, it’s your job to discover what matters most to individuals and reward performance in ways they find motivating.
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