Is your team lacking motivation?
Need to boost productivity in a thoughtful, inclusive way?
Want your staff to feel more engaged? 

Read on, for why Inclusive Coaching Skills for Managers in Businesses and Organisations, could be the answer. 

Have you ever experienced one of these pitfalls, in a job? 

1. Boring or difficult tasks 
   “It feels like I can’t do my job well enough, I’m being asked to do things that other people are way better at. Sometimes it’s so monotonous and dull because I don’t enjoy it and can’t be creative. I don’t really feel good enough, it all feels too hard.” 
2. Disconnection 
   “I don’t know why I bother. What is my work even contributing to? I can’t really see the point of doing what my manager has asked me to, because I can’t see the value.” 
3. Overwhelm 
   “This is all too much, I’m stressed and everything feels out of control” 

Now, imagine if these three vicious circles were flipped… 

1. Self-actualisation 
   “I feel driven to reach my full potential, because I know what it is! My work feels authentic; I’m utilising my skills, talents and creativity. I feel that my work has purpose.” 
2. Personal responsibility 
   “I feel excited about and responsible for my own work. I have more autonomy and don’t feel like I’m being micro-managed anymore.” 
3. Reduced stress due to increased feeling of personal control 
   “I feel in control of my workload now and can take steps to make it manageable. I’m no longer overwhelmed by this feeling that everything is outside of my control.” 

How can you as a manager facilitate this flip?  

About Inclusive Coaching: 
Put simply, coaching is a well-considered conversation, with the aim of helping an individualfind their own answers and solutions. In the workplace, these solutions result in better quality work; higher engagement; more motivated employees, and increased productivity.  

Learning to manage like a coach, begins with two simple steps: Ask questions + Listen. 

Coaching vs Mentoring 

Another common misconception is confusing coaching with mentoring, or peer sessions. While all can be valuable, it’s important to understand the distinction.  

The difference is in who asks the questions and who answers them. 

What this table shows us… 

To be a Coach, quite simply – you don’t need bring your own personal experiences or insights to the conversation. Through listening, and asking good questions, you help the person arrive at their right answers for themselves.  

Just think how much more empowering it is, when you figure out an answer or action for yourself, instead of being told what to do. Aren’t you much more likely to feel excited about it and to see it through? Rather than being told what to do, and not knowing why? This is the simplicity of coaching. 

The Stats 

Some of us love a good statistic. Improving ABC by a “insert number here” %. So, here are some that we like to use: 

Organisations that implement coaching perform 14 percent better than those that don’t, with the growth of individual employees increasing by 39 percent compared to those who have not been coached. A 2019 Chief Learning Officer survey also demonstrated that coaching ability was considered the “top desired skill for frontline managers.” 

If you needed more research… 

The Institute of Coaching at Harvard Medical School states that adopting a coaching approach benefits organizations in the following ways: 

• Empowers individuals and encourages them to take responsibility 
• Increases employee and staff engagement
• Improves individual performance 
• Helps identify and develop high-potential employees 
• Helps identify organizational and individual strengths and development opportunities 

A final thought… 
When an individual feels more connected to their role and organization, listened to, trusted, and supported, they are able to flourish within their workplace and contribute in ways that benefits both them and their organization—a win-win scenario. 

Ready to become the best manager and get your team thriving? 

Email Rose today at rose@inclusivefutures.co.uk  

Rose Sellman-Leava is Co-founder and Director at Inclusive Futures CIC, specialising in our work for businesses and organisations. Learn more about Rose and connect with her on LinkedIn here.

Who are we? 

At Inclusive Futures CIC, we provide support in the form of inclusive coaching and training that helps leaders create transformational, inclusive changes within their organisations. Whether you’re looking to enhance your coaching for yourself or your team, develop your leadership skills, support your team’s growth, or embed inclusive coaching practices into your organisation by building your own coaching skills, we can help. 

Let’s start a conversation about how we can support you and your team. Get in touch today by emailing Rose or completing our contact form.