Who owns accountability in coaching?
As leaders, we are responsible for the outcomes delivered in our departments as well as to support the overall goals of the organization. In addition, every person on the team is accountable for the results of their own work and supporting achievement of their department’s goals.
In effective coaching, we let go of our idea of how something should be done and transfer that responsibility to the person being coached. This helps team members clearly understand that the accountability is with them and they have the power to identify and implement steps toward a solution.
The coaching conversation begins with finding out the team member’s ideal situation and desired outcome. It goes on to explore how that relates to the specific issue being discussed. Research shows that this approach positively motivates individuals to identify what is needed and take action, moving forward strategically as compared to simply solving a problem. Team members buy into both the process and the solution as it correlates with their own interests. By basing the coaching conversation on the goals the person has identified, the leader can then step aside and provides support while the team member moves ahead in the process to accomplish the goal.
Coaching increases the performance and outcomes of teams. If leadership coaching has not yet been integrated into your organization, now may be the time to begin.
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