A Research Paper By Shripad Taralkar, Leadership Coach, AUSTRALIA
The Role of Influence and Leadership Coaching
Leadership coaching and influence are critical components of successful leadership. Leaders who are skilled at coaching and influencing others are better equipped to build strong teams, achieve organizational goals, and navigate complex challenges.
In this context, coaching can be defined as a collaborative process in which a coach works with a leader to identify strengths and areas for improvement and develop strategies to enhance their leadership effectiveness. Strengths development entails motivating employees to cultivate and refine their strengths (Meyers & van Woerkom, 2017). This has been approached through strength-based goal setting (Page & Vella-Brodrick, 2013; coaching and visualizing the development of desired strengths (Michel et al., 2021).
Influence, on the other hand, refers to the ability of a leader to inspire and motivate others to achieve common goals.
In this article, we will explore the relationship between leadership coaching and influence, and discuss how coaching can help leaders develop the skills and strategies needed to effectively influence others. it refers to the ability of leaders to affect the thoughts, feelings, and actions of others within the organization. This influence can come from various sources, such as the leader’s expertise, charisma, or position of authority. Effective leaders use their influence to inspire and motivate their teams, create a positive culture, and drive organizational success.
Personal identity, culture, and background also play a role in influencing the way we think and what we do (Connolly 2007). This may have a significant impact on group dynamics. For example, Leaders engaged in team performances can help to build trust and communication among group members, which can lead to increased collaboration and cooperation. Leaders engaged in group coaching can also help to clarify roles and expectations within the group, which can help reduce conflict and confusion.
Leadership coaching and influence are closely related because coaching can help leaders develop the skills and strategies needed to effectively influence others. Strengths are especially relevant to the workplace due to their association with individual well-being and performance (Biswas-Diener et al., 2017)
Here are a few examples:
- Developing communication skills: A leadership coach can work with a leader to improve their communication skills, including active listening, empathetic communication, and clear and concise messaging. These skills can help a leader better understand the needs and perspectives of others, which can be crucial for effective influence.
- Enhancing emotional intelligence: Emotional intelligence is the ability to recognize and manage one’s own emotions, as well as the emotions of others. A leadership coach can help a leader develop their emotional intelligence, which can make them more attuned to the needs and feelings of their team members, and help them build stronger relationships.
- Building trust: Trust is essential for effective influence, as people are more likely to follow a leader they trust. A leadership coach can work with a leader to build trust by helping them be more transparent, accountable, and reliable.
- Developing a leadership style: Every leader has a unique leadership style, and a leadership coach can help a leader refine their style to be more effective at influencing others. This may involve identifying strengths and weaknesses, developing new strategies, and experimenting with different approaches.
- Managing conflict: Conflict can be a major obstacle to effective influence, and a leadership coach can help a leader develop the skills needed to manage conflict effectively. This may involve learning how to de-escalate conflicts, facilitate discussions, and negotiate solutions that satisfy all parties.
Interviews
To form the hypothesis, I used interviewing techniques. I invited leaders from two different companies to participate in the study. Sample 1 included business-to-business leaders from the SuperAnnuation industry who work in Melbourne, Australia. Sample 2 comprised frontline leaders from an investment firm in a large business-to-consumer Investment services organization, also based in Melbourne, Australia.
In previous research on coaching, non-experimental designs and purposive samples were used (Agarwal et al., 2009; Ellinger et al., 2003, 2005; Onyemah, 2009; Trépanier, 2010; Pousa, 2012; Pousa and Mathieu, 2014). This approach is appropriate because coaching is a managerial behavior that takes years to learn and develop and cannot be easily replicated in a laboratory setting. For this study, I selected companies that had implemented coaching, and behavioral training, and managers had been using the skills such as coaching with their subordinates regularly. Other factors that could affect performance were also considered or implemented by these companies at the time of the study, such as additional training, soft skills, or Diversity and Inclusion at workplaces.
Leadership Coaching: Purpose of the Paper
The relativity of leadership influence and coaching lies in the fact that coaching can be a powerful tool for developing the skills and behaviors needed to exert positive influence within an organization. The focus of transactional leaders is primarily on employee performance with employees only rewarded when agreed-upon goals are met (Bass et al. 2003). Through coaching, leaders can identify their strengths and weaknesses and learn how to leverage their influence effectively. Coaching can also help leaders build self-awareness and develop the emotional intelligence needed to build strong relationships and inspire others.
At the same time, effective leadership also requires the ability to influence others. Leaders who can inspire and motivate their teams, communicate a clear vision, and create a positive culture are more likely to achieve success. Thus, leadership coaching and influence are two sides of the same coin, with coaching helping leaders develop the skills needed to influence others, and influence being a key outcome of effective coaching.
In this precept, I would like to demonstrate why is it important to tap into the power of Influence the leaders have.
Here is my interaction as a coach with a Senior leader within my clientele:
Leadership Coach: Let’s talk about influence. It’s a crucial skill for any leader to have.
- How do you currently think about influence in your role?
Client: Well, I try to lead by example and set a good tone for my team. I also try to communicate effectively and build relationships with people to gain their trust and respect.
Leadership Coach: Those are all important aspects of influence. Let’s dive a bit deeper.
- When you’re trying to influence someone, what do you typically do?
Client: I try to present my ideas clearly and convincingly, and provide supporting evidence when possible. I also try to understand the other person’s perspective and address any concerns they may have.
Leadership Coach: Great. That’s a good start.
- What about nonverbal communication? How do you use body language to influence others?
Client: I try to make eye contact and use an open posture to show that I’m approachable and engaged. I also try to match the other person’s body language to build rapport.
Leadership Coach: Excellent. One more question.
- How do you deal with resistance or pushback when trying to influence someone?
Client: I try to listen to their concerns and address them respectfully and thoughtfully. I also try to find common ground and emphasize the benefits of my idea or proposal.
Leadership Coach: Fantastic. It sounds like you already have a good understanding of influence and how to use it effectively. As we continue our coaching sessions, we can work on refining our skills and identifying new ways to influence others in our role as a leader.
Overall, coaching can be a fulfilling and rewarding profession for those who are passionate about helping others achieve their goals and develop their potential. I think, there are several benefits and rewards for a coach;
Helping others: One of the most rewarding aspects of coaching is the opportunity to help others grow and succeed. By working with clients to identify their goals, develop strategies, and overcome obstacles, coaches can make a real difference in their clients’ lives.
Personal and professional growth: Coaching is a continual learning experience. Coaches must stay up-to-date with the latest trends and techniques in the field, which means they must also invest time and effort in their own personal and professional growth.
Flexibility and autonomy: Many coaches work as independent contractors, which means they have the flexibility to set their schedules, choose their clients, and work from anywhere. This can be a major perk for those who value autonomy and work-life balance.
Financial rewards: Depending on their experience and expertise, coaches can earn a good income. Some coaches charge by the hour, while others work on a project basis. Coaches who specialize in certain niches, such as executive coaching or career coaching, may command higher rates.
Professional recognition: Coaches who achieve success and build a strong reputation in the industry can become recognized as experts in their field. This can lead to speaking opportunities, book deals, and other opportunities to share their knowledge and insights with others.
Some questions a coach could use/ask to help a client develop their influence skills:
- What are your current beliefs about influence? How have those beliefs influenced your past behavior in situations where you needed to influence others?
- What are some specific situations where you’ve been successful in influencing others? What did you do that worked well in those situations?
- On the flip side, can you think of any situations where you tried to influence someone and it didn’t work? What do you think went wrong?
- How do you currently prepare for conversations where you need to influence someone? Do you have a process or a framework that you use?
- How do you handle resistance or pushback when trying to influence someone? Can you think of any recent examples where this happened, and how did you respond?
- How do you use nonverbal communication to influence others? What are some specific techniques or behaviors that you find effective?
- How do you follow up with people after trying to influence them? Do you have a process for checking in with them or providing additional support?
- Who are some people in your life who you think are particularly skilled at influence? What can you learn from their approach?
By asking these and other questions, a coach can help a client identify their strengths and weaknesses when it comes to influence, develop new strategies and techniques, and ultimately become more effective at influencing others.
Influence and Group Dynamics
Research in the field of group coaching dynamics and influence has shown that effective group coaching requires a balance between individual and group goals and objectives.
Goal-setting not only precedes coaching engagements but also enables a continuous self-regulation process that (Grant et al., 2010) call the “monitor-evaluate-modify” model, which facilitates intentional behavior change guided by the coach. The coaching process must be tailored to the specific needs and goals of the group, and the coach must be able to navigate the complex dynamics and influences within the group to achieve the desired outcomes. Additionally, group coaching may be more effective when combined with individual coaching to address specific needs and issues within the group.
Group coaching is a form of coaching that is designed for small groups of individuals who share a common goal or objective. The coaching process is typically focused on helping the group achieve its goals by developing the skills, knowledge, and behaviors needed to work together effectively. MacKinnon, D. J. (2017).
At the same time, influence can also impact the group dynamics and the coaching process. For example, the attitudes and behaviors of individual group members can impact the group’s ability to achieve its goals, and the coaching process may need to address these issues to be effective. Additionally, group dynamics such as power struggles or cliques can impact the coaching process and may need to be addressed to achieve the desired outcomes.
The Impact of Leadership Coaching on Employee Performance. Journal of Leadership Education, 16(4), 262-273. Here are some questions that an executive coach could ask to help a client develop their skills in influencing group dynamics:
- Can you think of a recent situation where you needed to influence a group of people to make a decision or take a certain course of action? What strategies did you use to influence the group?
- How do you currently approach group decision-making processes? Do you have a process or framework that you use to ensure that everyone’s voices are heard and that the group makes a well-informed decision?
- How do you handle conflicts or disagreements that arise within a group? Can you think of any recent examples where this happened, and how did you respond?
- How do you build trust and rapport with group members when you’re trying to influence them? Can you think of any specific techniques or behaviors that you find effective?
- How do you handle situations where there are different levels of expertise or authority within a group? Can you think of any recent examples where this happened, and how did you respond?
- How do you manage your own emotions when working with groups? Can you think of any situations where you were able to effectively regulate your emotions and use them to influence the group?
- How do you follow up with group members after a decision has been made? Do you have a process for ensuring that everyone is on board and committed to the decision?
- Who are some people in your life who you think are particularly skilled at influencing groups? What can you learn from their approach?
By asking these and other questions, a coach can help a client develop their skills in influencing group dynamics, identify areas for improvement, and ultimately become more effective at leading and influencing groups.
Leadership Coaching Effective Influence
Coaching leaders on influence and group dynamics is a crucial aspect of developing effective leadership skills. By helping leaders understand the nuances of influence and group dynamics, coaches can equip them with the tools and strategies needed to lead effectively in a variety of contexts.
Effective influence involves understanding one’s strengths and weaknesses, as well as the needs and motivations of others. By working with a coach to develop these skills, leaders can become more persuasive, build stronger relationships, and achieve better outcomes for themselves and their organizations. Group dynamics can be complex and challenging to navigate, especially in high-stakes situations. By developing an understanding of group dynamics and the factors that influence them, leaders can learn how to build consensus, manage conflicts, and promote collaboration among team members.
Ultimately, coaching leaders on influence and group dynamics can have a transformative impact on their ability to lead effectively. By developing these skills, leaders can inspire and motivate their teams, build stronger relationships with stakeholders, and achieve greater success in their organizations.
References
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