What does it mean to be a leader-coach?

Today’s upheavals and perpetual questioning of our certainties raise the question of the meaning of our lucrative activities. The instability in our societies and the difficulty of achieving fulfilment due to a lack of opportunities, the lack of alignment between people and corporate values are all elements that have propelled to the forefront proposals from coaches of all kinds (directive or non-directive) to help create goals and visions for all aspects of life. Freeing people from barriers and obstacles to bring out the talent, potential or power that lies within every human being.

Is this reality enough for everyone to dream of being a leader?

More and more people call themselves sports coaches, life coaches, this coach or that coach without having passed any certification. In the same way, everyone sees themselves as a leader because he or she felt the wings grow out of him or her after delivering an inspiring speech that was greeted by congratulations and applause from the audience.

Is it enough to master your field to become a coach?

The idea behind the concept of a leader-coach is that it is a set of qualities that enables a manager to lead his or her teams towards fulfilment and the achievement of objectives.

A leader coach is someone who, as well as managing a team in the traditional way, adopts different approaches to help team members develop professionally and personally. Aspiring leader coaches need to develop certain qualities.

‘We believe that talent can be found in everyone. However, we don’t believe that people are born leaders or that they become leaders instinctively.

This means listening actively, asking powerful questions, providing constructive feedback and encouraging autonomy. The aim of a leader-coach is to create a working environment where each individual can find ways of maximising their inner potential while contributing to the objectives of the team and the organisation.

Some qualities of a leader-coach

1. **Encouraging personal and professional development**: Helping team members to identify their strengths and weaknesses, and supporting them in their growth and improvement.
2. **Provide constructive feedback**: Offer regular and relevant feedback that helps employees understand what they are doing well and where they can improve.
3. **Ask powerful questions**: Use strategic questions to encourage critical thinking and self-assessment among team members.
4. **Listen actively**: Pay close attention to employees’ concerns, ideas and needs, fostering a climate of trust and mutual respect.
5. **Encouraging autonomy**: Encouraging team members to be independent and to take responsibility, by encouraging them to take the initiative and develop their decision-making skills.
6. **Create a motivating work environment**: Create a positive and stimulating work environment where everyone feels valued and supported.
7. **Align individual objectives with those of the organisation**: Ensure that employees’ personal aspirations are in line with the overall objectives of the team and the company, for optimum, harmonious performance.
8. ** Unite**: This is the ability to mobilise teams when there is dissension and debate about how to go about it. Knowing when to say the right thing, to remind people of the principles, values and objectives that no-one should lose sight of. Take decisions that bind teams together.

In short, the leader coach aims to exploit the potential of each team member while cultivating an environment conducive to collective success.