[c]

This style emanates from the emotional intelligence competencies: empathy, developing others and self-awareness. Coaching leaders help employees to identify their strengths and weaknesses and link them to career goals. They also encourage employees to develop a personal development plan. As good delegators, they give employees challenging assignments.

The research suggested that this was the least used of the six styles; probably most leaders thought it was too time-consuming. However, it can improve results by increasing flexibility and commitment. It works best with employees who are already aware of their strengths and weaknesses and really want to be coached. The approach is best avoided if employees are resistant to change and learning or the leader lacks the expertise to be a good coach.

 

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