Dynamic Leader as Coach

Effective ’Leader as coach’ helps others to think more broadly for themselves. They do this by sharing insightful reflections and asking powerful questions that disrupt and expand people’s minds. ‘Leader as coach’ needs to be trained, not only to help others see their blind spots and points of resistance, but to understand that in this new way of leading, telling people how to do things is not an effective way to create sustainable change to get people to become more innovative.

An organisation needs to fully understand how coaching will be integrated into the organisations strategy, and not only be seen as an add on. Coaching can transform the leaders to become more agile, innovative and disruptive, but it needs to be integrated into all leadership development discussions in order to have the greatest impact, assist in keeping the leader’s development agile and adaptive as the leader changes and grows. Coaching should be situated centrally in an organisation where there is an ability to listen and connect all the different leadership development elements together. With consistent feedback, blind spots will not be missed, and through the feedback, points of resistance will be highlighted and actions can be taken. The impact of coaching has quite an extensive and extremely impactful influence on the culture, the leaders and their staff. DYLACUBETM is a framework designed to help organisations discover how coaching is currently integrated into an organisation’s leadership development. If you are interested in finding out more around how the DYLACUBETM framework works, please make contact with Dr Jean Hazlitt.