The Leader As Coach programme is meant for organisations which want to establish a more effective leadership approach amongst its leaders because they realise that their leaders cannot be expected to have all the answers and the more prevalent command-and-control leadership style is no longer viable in the face of rapid and disruptive change. As a result, many firms are moving toward a coaching model in which leaders encourage employees’ development by asking questions, facilitate problem solving, and offer support and guidance rather than give orders and make unilateral decisions. Interestingly, the skills and behaviours of coaching leaders are very similar to those needed for engaging leaders. Thus, coaching not only enhances performance but also employee engagement.

Given the above, it has become a necessity to make coaching an organizational capacity. Many organisations are already effecting a cultural transformation by ensuring that their leaders embrace and model the coaching approach. Coaching will be a powerful means to ‘ring fence’ talent and increase the human capital of the team.

It is eminently suited to leaders who believe that they are only as successful as their team and are committed to using the acquired skills to coach their people to maximize their performance by unlocking their potential. Coaching is a powerful means to help others rise by supporting them to perform at their best in the workspace from which the leader will gain personal satisfaction.

The outcomes can be quite significant for the coaching leader. Employees will become more psychologically committed, absorbed and enthusiastic about their work; their loyalty and respect for the leader will increase and they will take positive actions to further the leader’s reputation and interests.