Have you ever noticed that when something is new there are two things that happen inside an organization? There is either a great deal of trust that this new event is going to be the perfect solution or that this new “thing” is going to cause doubt across an organization. And sometimes there are those few who take a wait and see attitude.
In order to mitigate this hot or cold scenario, effective leaders place coaches strategically within the organization to develop, model and implement the vision. This includes those that are early adopters, those who are watching others closely and deciding how to move forward along with individuals who are late adopters.
Coaches help develop trust at the micro level and create energy by celebrating with others both the small and big accomplishments. Trust between leadership, coaches and individuals is created so the vision can move forward. Structures are put in place to provide space for communication, motivation and evaluation. Effective coaches mitigate fear and ignite the strength in individuals to go forward toward the vision.
However, as leaders how do you develop coaches who you trust and who trust you?
#1 When you trust, others will trust you. Share the vision. Help coaches understand your thinking and be honest with them. Ask questions and listen for the good ideas. It’s ok for leaders to be ‘real’ and share that they don’t have all the answers.
#2 Be flexible and adjust based on feedback. As a leader, you carry authority that you may not be consciously aware of. When your coaches share ideas with you, be sure to listen. Keep the distractions at a minimum. As you make adjustments, they will recognize that you value their insight and this will build trust within your organization.
#3 Allow your coaches to be themselves. They are not going to be mini versions of you. They have their own set of skills and it’s important that, although they may not approach the task the same way that you would, they have the same endgame in mind.