Better than anticipated results have recently been reported for the US job market. According to a recent Houston Chronicle article, “Employers added 223,000 jobs last month, more than economists expected and an uptick from April’s hiring rate of 159,000.” The US Department of Labor released more data.
With the lowest unemployment rate in over 18 years and the rise in new opportunities, the competition among employers for qualified candidates is strong. And, with a growing job force, the need for qualified leaders grows too. There is an ever-increasing need for qualified managers with effective leadership skills to guide businesses to achieve the results they expect.
Next Man/Woman Up
Sadly, we are plagued with a business mindset that resorts to promoting the best performer when there is an open manager seat. And, without effective leadership coaching, the person who gets this job either sinks or swims. If they sink, the company loses in many ways. If they swim awhile, they might even get promoted further. All of that without effective leadership training.
In the small business and entrepreneurial realm, we see people with great product and service ideas start companies, but fail within the first 5 years. Why? Generally, because the great thinkers aren’t always the best managers and leaders. The bright idea may only go so far without strong leadership muscle. “If you build it they will come” doesn’t work very often either. Without leadership that can sustain forward progress and growth for the enterprise, the business folds.
Leadership Coaching Naysayers
In another article circulated on LinkedIn, the author questioned the impact of leadership coaching, calling it the “buzz du jour.” He argued we all can’t be leaders, citing an army of generals and no soldiers. The basic word picture is true, we don’t need everyone equipped to lead at the highest levels. Yet we must equip leaders who are put into those positions so that the outcome potential for the organization is realized.
Back to my First Statement
I’ve known too many professionals and business owners who land on great opportunities but quickly hit the ceiling of their own ability to lead. We know this phenomenon as the “Peter Principle.” Or, the observation that in an organizational hierarchy, people tend to rise to “their level of incompetence.”
As people are promoted, they become progressively less-effective because good performance in one job does not guarantee similar performance in another. Named after the Canadian researcher Dr. Laurence J. Peter (1910-90) who popularized this observation in his 1969 book The Peter Principle: Why Things Always Go Wrong.
The perceived incompetence for senior managers is seldom about technical ability. Rather it is about the ability to manage and lead a larger team, balancing people issues with business growth and change. John Maxwell calls the Peter Principle “The Law of the Lid”. Leadership coaching can help raise the lid on leadership effectiveness.
Don’t Invest in Coaching, Invest In Results
Busy executives and business owners don’t need reasons to spend money, they need results. Leadership coaching can help you get the right results:
- Find new ways to better utilize direct reports
- Improve communication
- Foster higher levels of team trust
- Provide sound advice for change management initiatives
- Uncover blind spots in a person’s leadership ability
- Raise executive presence
In addition to all of those opportunities, solid leadership coaching also provides the Executive with a private and confidential sounding board for ideas, fears, doubts, and concerns.
“It’s lonely at the top” is a very real and present danger for leaders. You can’t share just anything with anyone. Having a coach to hear the thoughts keeping you awake at night can be very freeing.
On that note let me stress, coaching is not psychotherapy. That is reserved for other licensed professionals. Coaching is about looking forward to a future state you plan to achieve, not looking back at one’s past.
The Choice Is Yours
Whether you believe in coaching or not, someone is going to have to lead the next wave of our growing workforce. Why leave it up to chance?
Before you choose an executive coach, there are things you should consider. Learn more about what to look for from your coach. Click Here.
Originally posted on DougThorpe.com
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