Is your Advice Monster working overtime?
How quick are you as a leader to offer guidance?
Is your Advice Monster working overtime? In this Sirise Insights we look at developing a more impactful leadership style through coaching.
I recently facilitated a strategic retreat for a leadership team and want to share some observations from that experience. The focus was on the value of incorporating coaching skills into your leadership role. During the retreat, I referenced the work of Michael Bungay Stanier, an amazing coach who talks extensively about the need for all of us to ‘tame our Advice Monster’. We are all naturally predisposed to offer advice because we genuinely want to help others fix their problems. However, jumping in with the answers isn’t always the best approach.
Managers and leaders need to have many techniques available to get the best out of our people. At one end of the spectrum we advise and instruct, while at the other we empower people to find their own answers. Both are valid depending on the situation. When someone is new to a role, it’s more likely that we’ll need to give them guidance and, in a crisis, leaders will need to give clear direction.
However, if giving instruction is our default position then we run the risk that our teams will never reach their potential. Instead they will always look to us to make decisions.
As an Executive Coach I believe we are most effective as leaders when we listen carefully to what people are saying and base our input around questions not answers. This approach is powerful because it acknowledges that some of the best solutions lie within the team. When we empower people to develop their own solutions, we foster a culture of innovation and self-sufficiency.
Add coaching to your leadership style!
In my years of coaching experience, I’ve seen many CEOs, MDs, directors and managers develop a really impactful leadership style by finding those ‘coaching moments’ where instead of just giving advice, they know how to guide conversations effectively by asking the right questions. Why not give some of the following a go?
What’s the real issue here?
How could we tackle this another way?
What do you think is the right way forward?
Where else could you look for support?
What are the options available to you?
Who do you want to involve in this?
If we say yes to this, what are we saying no to?
Let’s move beyond the limitations of our Advice Monster and embrace leadership coaching where possible. As Bungay Stanier says, “Stay curious a little longer. Questions are the kindling of curiosity.”
Do get in touch if I can help you develop or fine tune your coaching skills.
Sarah
P.S. You may be wondering, Why work with a coach? Daniel, who attended our Stepping Up to Leadership Programme, found that coaching helped him unlock the answers within!