The changing workplace no longer needs managers and supervisors, who primarily operate in a command and control mode as in times past. Technology does much of that. The needs of today and tomorrow are for leaders who can motivate and inspire performance, not direct and command it. Leaders are empowered by those they lead, while managers are empowered by those they serve.
Managers essentially operate in the realm of "have to," while leaders operate in the realm of "want to." In the changing workplace where employment relationships are short-term or temporary, management can no longer intimidate employees as in the past. In the old workworld, in order to protect that precious commodity called job security, people accepted assignments, transfers or other job-related issues often not to their liking. In the new workworld, employees know that there is no job security other than maintaining their own market value. They know that attitude and skills keep them employable.
Today we must change the locus of control from the outer to the inner. People become quality producers when their motive for action comes from within themselves. True leaders understand that meaningful work, recognition for good performance and opportunities to advance are genuine motivating forces coupled with the latitude to do work from an individual perspective.
Leadership is more complex than managership because the leader not only has to have skill in the intellectual realm of the manager; he or she must have skill in dealing with the emotions of those they lead. They must become committed to those they lead. They must invest themselves in their charges success, because they require the commitment of others.
The Leadership Coaching process has been developed to serve the needs of a CEO or General Manager not only to develop good leadership skills through a one-on-one coaching relationship, but also to acquire the coaching skills needed to coach his or her own people to become effective leaders.
The components are: