Have you thought about who has the biggest impact on your mental health? Is it your partner or family? For many employees, it turns out to be their manager. More than half of employees believe that their job affects their mental health more than anything else.
As a health and wellness coach, I’ve noticed how leadership shapes the experience of employees. Good leaders can boost morale, while poor leadership can harm mental health and workplace culture.
Many managers overlook their influence. They may fear that seeking help shows weakness. That’s where coaching can step in. Leadership coaching creates a safe environment for managers to build essential skills like communication, delegation, and conflict resolution.
What is leadership coaching?
Coaching is different from traditional training or mentorship. Training might teach new skills but doesn’t always ensure real-world application. Mentoring shares experiences but doesn’t necessarily lead to actionable improvement. Coaching focuses on enhancing what individuals already do well, guiding them to set and achieve practical goals.
As a coach, I work closely with clients to refine their abilities and address challenges. For example, a manager might struggle with communicating effectively with a team member. Together, we explore their role in the situation and develop strategies that play to their strengths. During our next session, we review how those strategies worked and adapt as needed.
Coaching and workplace success
Since employees spend so much time at work, their experiences can significantly impact their mental health. Many clients initially come to me feeling dissatisfied and wanting to leave their jobs. After working together, they often uncover specific issues that can be addressed, like difficulties in speaking up during meetings or stress from taking work home.
Coaching can reveal areas for meaningful change, leading to greater job satisfaction. This can reduce turnover and increase productivity, creating a more engaged workforce. A recent study even highlighted coaching as an effective intervention in the workplace.
After implementing coaching, many organizations notice improved communication among teams. One leader shared how coaching has led to a more engaged workforce that is open to discussions about performance and collaboration.
The importance of coaching for managers
Coaching gives managers a chance to reflect on their own leadership style. This insight is often hard to get from those close to them, who might hesitate to offer blunt feedback. Coaches offer an objective view, helping leaders see how their actions impact their teams.
Through honest conversations, managers learn to improve their decision-making and communication. Many have told me that coaching has helped them handle tough conversations, fostering a culture of trust in their teams. One manager expressed appreciation for the tools coaching provided to support their team effectively.
Supporting middle managers
Middle managers often face pressure from above while trying to support their teams below. This can be isolating and stressful, impacting their mental health. Coaching provides a confidential space for them to navigate these challenges.
- Improving communication with team members
- Supporting team mental health
- Building emotional intelligence
- Resolving conflicts
- Delegating tasks
Many managers excel at their jobs but struggle with leadership. They are often promoted without adequate training in managing people. My role is to equip them with the necessary tools to succeed in leading their teams.
Developing future leaders through coaching
Every organization has potential future leaders. Coaching can help develop both leadership and following skills. Effective leaders know when to step back and let others take the lead. This balance is vital for teamwork.
As a coach, I focus on celebrating successes and tracking progress. Clients often don’t see their growth over time, so I remind them of how far they have come. This kind of support can lead to significant career advancements, such as promotions or new projects.
Choosing the right coaching program
When considering a coaching program, certification is crucial. Since coaching lacks universal regulation, verifying credentials like ICF or NBHWC is essential. At Spring Health, we ensure our coaches are well-qualified to meet various employee needs.
Here are some important questions for leaders to consider when evaluating coaching options:
- What specific goals do you want the coaching to achieve?
- Can the program adapt as your organization grows?
- Does it align with your company values?
- How does it incorporate mental health and leadership development?
- What measures ensure confidentiality?
- Are there clear paths for referring to additional support services like therapy?
A comprehensive coaching program can address both leadership development and mental health needs—key components for a healthy workplace culture.
The value of coaching
Coaching fosters a positive cycle in organizations. When employees feel their development is valued, they bring their best selves to work and are more likely to stay longer. I’ve witnessed the power of coaching across all career stages—from newcomers to seasoned professionals. It meets everyone where they are.
Having coaching as part of employee support signals that an organization prioritizes its employees’ well-being, which is essential in today’s competitive job market. In turn, this approach can create strong leaders and cohesive teams, setting the stage for lasting success.
Check out this related article: Supporting LGBTQ+ Youth: Understanding the Mental Health Crisis in the South and Midwest
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