Have you ever considered whether your leadership falls into the category of a “boss” approach versus a “coach” approach? It’s an interesting distinction when you begin to play out the trajectory of the leaders under your supervision as a “boss.” With a God-directed calling, a clear mission, and a vision for fruitful discipleship as a pastor, your ministry simply cannot afford to miss out on the power of developing more leaders who will carry out that mission forward with confidence and clarity. That’s why making the shift from boss to coach is a must.
Leadership has had a traditional approach of top-down management–a boss mentality that places one figure at the top, with an org. chart below carrying out directives. Many leaders approach their role as a boss, where they set the rules and enforce them, expecting their team to follow suit. While this approach can be effective, it’s not always the most fruitful or long-lasting. As a leader in the church, adopting a coaching approach to leadership can be a game-changer.
Leaders who desire to invest in community, build up leaders, and multiply their impact will benefit from making this shift.
What is the Coaching Approach to Leadership?
Coaching is a leadership style that focuses on empowering others to achieve goals. Unlike a boss, a coach does not just tell people what to do. Instead, a coach helps his or her team members identify their strengths and weaknesses and works with them to develop their skills and abilities. The coach provides guidance, support, and accountability, allowing individuals to take ownership of their progress and growth. This ownership is a key distinction between boss-led teams and coach-led teams.
Tips for Transitioning from Boss to Coach
If you’re a church leader who’s used to the traditional boss approach, transitioning to a coaching style can be challenging. Here are some tips to help you make the shift:
- Start with Self-Awareness
Self-awareness is the foundation of effective coaching. Before you can help others, you need to understand yourself, your strengths, and your weaknesses. Take some time to reflect on your leadership style and identify areas where you can improve. Ask yourself the tough questions like, Am I afraid to trust my team? Am I trying to prove my own value? Am I addicted to being the hero? Any of these motives sneaking into your leadership will kill any potential development of future leaders.
- Build Trust
Trust is essential in coaching relationships. Your team needs to trust that you have their best interests at heart and that you’re invested in their growth and development. Building trust takes time, but you can start by being open, honest, and transparent. Listen to your team members’ concerns and ideas, and respond with empathy and understanding.
- Ask Questions
Coaching is about asking questions, not giving answers. Instead of telling your team what to do, ask them what they think and how they would handle a situation. Encourage them to think critically and come up with solutions on their own. Asking questions helps individuals develop their problem-solving skills and fosters a sense of ownership over their growth and development.
- Set Goals
Coaching is goal-oriented. Set clear, measurable goals with your team, and work with them to develop a plan for achieving those goals. Regularly check in to monitor progress and provide support and feedback. Goal-setting helps individuals stay motivated and focused on their development. And as you regularly do this, your team will discover you’re all necessary parts of this common goal. Each skill and talent is necessary in accomplishing the best work as a whole.
- Be Accountable
Accountability is critical in coaching relationships. Both you and your team need to be accountable for your actions and commitments. Set expectations, hold yourself and others accountable, and celebrate progress and achievements along the way.
- Provide Feedback
Feedback is an essential part of coaching. Provide both positive and constructive feedback to help your team grow and develop. Be specific, timely, and focus on behavior rather than personality. Feedback helps individuals identify areas where they can improve and highlights their strengths.
Transitioning from a boss to coach is a mindset shift that requires time, effort, and patience. But the benefits are enormous. By adopting a coaching approach to leadership, you can empower your team to take ownership of their growth and development, leading to a more engaged, fulfilled, and productive community. Most importantly, you’ll be investing in a multiplying effect of leadership to carry out meaningful kingdom work in the years to come. Let’s steward this potential well!
If you are looking for additional resources to make this shift, reach out to our team at Multiply Group! We are here to partner with you as you make this boss-to-coach shift. Let’s tackle your goal together!
