The “leader of leaders” is an individual who has these five unique attributes:
1. Committed to continuous learning and improvement. Coaches enjoy working with people who want to get better and seek ongoing improvement.
2. High aspirations that are exciting and often lead to great things. Leaders who seek out coaching usually have ambitious goals and want to see great things happen. They hold themselves accountable for achieving their goals, including ongoing gains in performance.
3. Possibility in themselves and the potential for personal greatness, as well as the potential in those around them. This sense of possibility makes them more attractive to others and gets people aligned toward a common goal.
4. Vulnerable in ways that allow them to bypass other leaders. It is not easy to actually learn the truth about how we come across to others compared with how we hope to come across to others. It is not easy to hear feedback from our colleagues and then resolve to improve. It is not easy to allow give and take when pushing an idea forward rather than win at all costs. This vulnerability ultimately leads to improved results, relationships and success. By being able to have just enough vulnerability, effective leaders are able to learn, grow and get better.
5. Flexible in how they get results, which gives them more options. Coaching can often help leaders develop new approaches to handle different situations. Leaders who are coachable understand the need to be flexible and have a range of styles and approaches for different people and different situations. This allows them to lead more naturally and authentically rather than relying on long-standing patterns that make them rigid.
From the perspective of the routine and daily work environment, coaching can help the “leader of leaders”…
- Reduce the feeling of being overwhelmed – by workload, by complicated and lengthy assignments, by difficult employees and power hungry supervisors;
- Able to deal with the frustrations that occur in the workplace with other supervisors and with employees;
- Manage the “lack of clarity” provided by the governing board or a supervisor;
- Get things done effectively and efficiently, in a timely manner and meet the expectations of the participants and the recipients;
- Have some measure of success in a new role that will enhance the work environment and have some measure of future success;
- Look good in your role, have fewer headaches in your role and advance your career with matching compensation growth.
The coach’s role is to minimize the “responsibility” of leadership and bring value to the table for the client.
By, Jim Brimeyer – Talk to Jim about coaching.
City Manager – 22 years, Owner/Manager of Executive Search firm – 22 years, City Council – 8 years, Regional Planning Agency – 4 years and Certified Executive Coach