From Manager to Leader: Executive Coaching for Leadership Development

“Managing” and “leading” are terms often used interchangeably, as if they mean approximately the same thing.

But that’s not the case. Managing and leading are two different, distinct undertakings, and making the transition from manager to leader is a process requiring knowledge and skills on many levels. It can be a challenging transition for managers to successfully make on their own, and that’s where a certified and competent executive leadership coach can make a big difference. By working closely with a coach versed in leadership competencies, executive presence and emotional intelligence, a manager can better attain the qualities and characteristics of a genuine leader, and go on to assume their new leadership role with clarity, confidence and conviction.

Managers Vs. Leaders: Understanding the Differences

While some aspects of managing and leading overlap, there are clear differences between the two. Here are three broad areas where managers and leaders diverge:

1) Managers Direct, Leaders Inspire

Managers typically issue directions to staff on what needs to be done. Staff members are then expected to assiduously follow those instructions to deliver intended outcomes.

A leader, however, inspires their team to proactively do what needs to be done and gives them the autonomy they desire. A leader motivates team members by aligning present day work with the mission of the company. Managers assign tasks without much context, while leaders get people fired up by starting with why and ensuring people feel a sense of purpose.

Managers ensure that the tasks at hand are completed efficiently and on time, while leaders may encourage and inspire team members to stretch themselves and deliver results beyond what’s expected.

2) Managers Control, Leaders Empower

Managers keep close control over what their reports are doing, and track the details. While tracking performance is important, some managers get too involved in the nuts and bolts and lose sight of their prime role of guiding and delegating. What can result in such situations is the sense that one is being micromanaged.

Leaders, on the other hand, step away from the day to day details and look out ahead to the big picture instead. As mentioned earlier, they give their employees the freedom to work their way and provide them with the right resources and knowledge to set them up for success. Rather than seeking control over everything and trying to do it all on their own, true leaders empower, delegate, and believe in shared success. They are quick to give credit to all contributors.

Managers focus on the short-term, Leaders focus on long-term objectives

Managers are tasked with meeting short-term objectives and they’re good at it. They are deadline driven as the primary group within an organization that keeps staff on task. This type of orientation can present a challenge when it’s time to transition to a leadership role since they aren’t used to thinking more strategically and long term.

It’s usually the case that leaders are looking at 3 – 5 year objectives and thinking about how their achievement will shape the future direction of the organization. This strategic orientation necessitates shorter-term objectives, which are then handed down to managers. So, while the work of managers does support the achievement of long-term goals, they may not spend much time thinking about them or communicating them to their staff.

How Can Managers Become Leaders?

If you’re currently at the managerial level, it’s important to realize that the skills that got you where you are may not be the ones you need to get to the next level. Moving from manager to leader is a process that involves training and focus. Here are 6 strategies to help you make a smoother transition:

1) Become an Excellent Communicator, and a Better Listener.

A good leader communicates with clear and transparent messaging that tells it like it is, without aggrandizing or sugar-coating realities. But even more than talking or writing, a good leader is a good listener. To savvy leaders, information input is essential, and what other people tell them can be crucial to achieving sustainable business growth by understanding what’s happening at the ground level.

By honing one’s listening skills and being attuned to others, leaders can unlock a wide range of potential benefits for themselves and their teams. A coach can aid in developing communication and active listening skills that can be invaluable when leading teams.

Leaders must also learn to communicate precise and concise messages. They are often quoted and their tight messaging supports the repetition of their words with ease. One who aspires to a leadership role must learn to be clear and concise.

2) Cultivate and Nurture Emotional Intelligence.

Emotional Intelligence (EI) refers to a behavioral model widely recognized as vital to success for today’s business executive. EI consists of four main elements: self-awareness, ability to manage one’s emotions, awareness of others, and the ability to influence the emotional state of others. Added to these main elements are authenticity and emotional reasoning.

Leaders not only exercise active listening, but they also tune in the emotional state of those they lead. They know the importance of connecting with people at a human level and do so well by using their natural or developed EI competencies. In challenging times, leaders with EI are better able to help their followers remain resilient, focused and committed.

If EI doesn’t come naturally to you and you want to do something about it, consider starting with an emotional intelligence assessment to get a snapshot of where you are today. You can choose from a self-assessment, 180 or even 360 to get comprehensive feedback from others in relation to your EI behaviors in action.

3) Learn to Delegate Effectively.

Managers become leaders when they perfect the art of delegation. A leader delegates tasks by developing the right talent assets and then trusting them to do the job. Delegating enables leaders to focus on more value-oriented and high-level tasks that require greater expertise and experience. The more a leader delegates, the more the team is able to expand their boundaries and perform better, leading to win-win situations for all.

Remember, it’s essential to relinquish some level of control to focus on making important decisions that empower teams and propel an organization forward. Leaders who don’t delegate are often overwhelmed and not developing their future successor. That’s two strikes against the leader who fails to delegate appropriately.

An additional thought here is to ask your people what type of work assignments they are eager to take on. You may discover through this conversation that there are delegation opportunities just waiting to be seized.

4) Project an Executive Presence.

“Executive presence” refers to a combination of personality and character traits that make a leader believable, trusted, and respected by the people they lead. Stated another way, executive presence is the ability for an executive to inspire confidence in everyone around them. This requires a consistent demonstration of clear leadership by the person in charge. In a recent blog post this crucial aspect of leadership is covered with some proven techniques for developing executive presence

5) Take Responsibility and Appreciate Good Effort.

Managers may be able to “pass the buck” when things don’t go right, but leaders take responsibility and don’t play blame games with their team members. And when things go well, leaders not only appreciate their team members for a job well done, but also recognize each contribution they make. A leader appreciates sincere effort and dedication by team members, and also realizes that success can often be measured in ways beyond the bottom line.

This trait of great leaders was made famous by Jim Collins in the book, Good to Great, where he shared the concept of The Mirror and the Window. Great leaders look out the window to see who they can praise when things go well whereas they look in the mirror when someone needs to own a less than ideal outcome.

6) Think Strategically

Those transitioning from manager to leader must shift their attention to thinking strategically. This was addressed earlier in this post, but it needs to be emphasized once again. Many a manager has failed to live up to expectations after being promoted because they cannot stop looking to achieve short-term objectives.

This includes connecting with staff and helping them to think strategically about their career path within the organization. People greatly appreciate a leader who helps them look out several years and talk about where they’d like to be, then plot a path to get there with stretch assignments, networking goals and training plans.

How Does Executive Coaching Develop Managers Into Leaders?

Imagine for a moment a star athlete or a championship team without a coach? Players and teams can have all the natural talent in the world, but that ability will largely remain untapped and misguided without the right coaching.

So it is with a business leader. Despite a tendency by some to go it alone and seek to figure it out on their own, virtually every high-potential manager can benefit from the guidance, insights, and mentorship offered by a competent and certified executive leadership coach. Many leaders today find it challenging to make time for addressing their own professional growth, and that’s where coaching also comes into play.

Coaching is an integral part of leadership development. This is because leadership coaching enables executives to explore their aspirations and goals, develop essential skills, grow their emotional intelligence, and adopt effective behaviors. Here are 6 ways that coaching drives leadership development:

1) Coaching Helps Leaders Identify Their Key Strengths and Weaknesses.
Leaders who are unable to identify their strengths and weaknesses may experience poor decision-making, and they may find it more challenging to lead a team of people effectively. Although it can often be difficult for leaders to ascertain their own strengths and weaknesses alone, working with a coach provides a safe and confidential forum for doing so.

While some people are reluctant to candidly list and evaluate their weaknesses, leaders who take the time to acknowledge their limitations with their coach can often become more effective at managing them. Additionally, coaches can help leaders identify and value their strengths and prime talents, recognizing that one’s areas of strength are often the best areas for growth.

A key way to identify strengths and weaknesses is through the use of a well-regarded 360 survey. This instrument draws feedback from a variety of people who work with the leader and are able to evaluate their leadership effectiveness.

2) Coaching Supports Leaders in Developing Strategies for Improvement.

Leadership coaching is a process that helps leaders grow and improve their skills. Through coaching, leaders can access the resources they need to develop and implement strategies for improvement that will align with the feedback they received through a 360 or other recent evaluations.

3) Coaching Enhances Communication.

The ability to communicate effectively is a highly valuable life skill and leadership coaching offers effective guidance for enhancing communication at work. Communication is central to coaching because coaching is a dialogue that openly explores a wide range of topics, problems, emotions, goals, and aspirations. Through coaching, leaders learn how to give and receive feedback effectively, communicate their vision and strategy better, engage in productive conflict, and build trust with their employees. More importantly, coaching can help leaders become better listeners to understand the motivations and needs of their team members.

Coaching gives leaders the opportunity to look ahead to important conversations and strategize with their coach how best to approach it for the ideal outcome. In some cases, the coach and leader might even role-play the conversation. Few leaders would do such an exercise without a coach.

4) Coaching Assists Leaders in Creating a More Diverse Workforce.

Over the past decade diversity has become a crucial aspect of the modern workforce. Organizations worldwide are now focused on how they can create a more diverse workplace.

Coaching can play an important role in this respect by helping leaders in this respect.

Organizations that embrace diversity and inclusion reap a number of benefits, including improved creativity, innovation, and problem-solving. A more diverse and inclusive workforce is also better equipped to serve a broader range of customers and clients.

Now coaching is not a directive medium meaning that the coach won’t tell the leader they must focus on diversity. Instead, they will co-create solutions for a stronger organization and workforce and then hold them accountable to acting on the solutions they’ve generated through coaching conversations.

5) Coaching Strengthens Emotional Intelligence

Executive leadership coaches often talk about emotional intelligence (EI) simply because it’s so valuable and so central to a leader’s career development.

Coaching can help leaders strengthen their core EI skills. Coaching also helps leaders learn how to manage their emotions and understand other people’s emotions; key insights for improving their own on-the-job performance and developing successful professional relationships. Having strong emotional intelligence is essential for leaders today who want to inspire people to follow them for who they are and how they show up as opposed to doing so out of reverence for their title.

6) Coaching Provides Fresh and Honest Perspectives.

Leadership coaching can offer a fresh perspective because it provides an opportunity to step back and assess the situation with fresh eyes. It can help leaders find new meaning in their work and make any changes they may have been hesitant to make before.

It is important to note that coaching should not be seen exclusively as a remedy to problems or crises. It’s often just as useful to engage with a leadership coach when things are going well as when they’re not. Engaging with a coach should never be viewed as a sign of weakness. In fact, it’s a powerful sign of strong and mature leadership.

Finding Your Executive Leadership Coach.

Conduct a Google search on “executive leadership coaching programs” and you’ll turn up a plethora of educational institutions, companies, articles, videos, and other online resources. So how should you choose a coach?

Here are 4 strategies for identifying and evaluating the best executive coach for you, your team, or your organization.

1) Understand the Coach’s Niche and Area of Expertise.

Coaches are as varied as the people they coach. Often they have expertise in specialized areas such as team coaching, newly promoted, crisis management, communication, DEI, and issues related to specific industries.

You deserve a coach who specializes in the area of your most pressing needs. Review the coach’s website, LinkedIn profile and client success stories to get a sense of their clientele. Ensure their success stories and testimonials are legitimate and from genuine one-on-one clients. Always review a potential coach’s area of expertise carefully to ensure the best fit for your particular needs.

2) Review their Education, Credentials and Advanced Training.

The coaching industry is currently unregulated, meaning anyone can label themself an “executive coach,” so you must conduct your own due diligence to find a coach who’s qualified to support your unique needs. Look closely at their education, credentials, and advanced training. Top-rated coaches hold certifications from recognized organizations such as the Center for Executive Coaching and credentials from recognized organizations such as the globally recognized International Coaching Federation.

Furthermore, ensure the coach is staying on top of the latest trends and best practices. Conversely, be careful if the coach markets a laundry list of certifications but struggles to think on their feet when you ask targeted questions during your initial interview with them.

3) Take a Close Look at the Coach’s Thought Leadership.

In today’s digital world, it’s almost too easy to establish oneself as a “thought leader” simply by accumulating a massive social media following. Don’t be dazzled because someone has X amount of subscribers or followers. Instead, look for a coach who actually produces content that helps you be a more effective leader and team mate. This shows that the coach understands your role, aims to serve, and has a strong base of knowledge about success strategies.

4) Interview Several Prospective Coaches and Ask the Right Questions.

There’s no substitute for interviewing a coach to better ascertain their background, experience, coaching philosophy, and whether they are a fit for you. Here are some important questions you should ask:

Can you tell me about your typical coaching client?

What education, certification and advanced training do you possess?

How do you stay on top of the latest trends and industry best practices?

What support do you provide to your clients between sessions?

Are your LinkedIn Recommendations from actual clients?

Accept that finding the right executive coach requires patience. Give it time and effort, and you’ll find the right one for you.

Ready to Help You

At Bay Area Executive Coach, we have extensive experience coaching managers into leadership roles and coaching established executives to become better leaders. Schedule a free 30 minute discovery session to learn more about all we offer to prospective clients to find a clear pathway to greater individual, team and organizational success.

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