Line manager's role in coaching

Coaching is a valuable development tool designed to empower employees, enhance performance, and foster growth.

While the decision to apply for coaching rests with your team members, as a line manager your support is pivotal in maximising the effectiveness of this process. This guidance outlines how you can create an environment that champions coaching and helps your team members make the most of their coaching journey.

1. Understand the role of coaching (and your role within it)

• Coaching is a development opportunity: Coaching is a development opportunity, not a disciplinary action or a sign of poor performance. It's about unlocking potential and addressing development areas proactively.
• Facilitate not Participate: Line Managers facilitate the coaching process but are not directly involved in coaching sessions. This ensures boundaries are maintained to protect the confidential nature of the coaching relationship.

2. Support the application process

• Help Define Objectives: When a team member expresses interest, discuss their expectations for the scheme and support them to define their goals.
• Encourage Openness: Help your team member feel comfortable sharing the areas where they wish to develop.

3. Foster a supportive environment

• Approve Time and Space: Ensure your team member has dedicated, uninterrupted time for their coaching sessions. This demonstrates commitment to their development.
• Maintain Confidentiality: Reassure your team member that coaching conversations are confidential between them and their coach.
• Lead by Example: Consider how you can take a more coaching approach to your leadership. You may also consider engaging in coaching yourself, or openly discuss the benefits of coaching if you've experienced it. Explore People and Organisational Development's courses and events.

4. Encourage application of learning

• Check-In (on Process, not Content): Periodically ask your team member how their coaching is going. Ask whether there are any opportunities you can provide in the workplace to support their development or enable them to create the time needed for coaching.
• Provide Opportunities for Practice: Look for opportunities within their role to apply the skills, insights, or approaches they are developing through coaching.
• Offer Constructive Feedback: Provide specific, timely feedback on areas where they are applying new behaviours or demonstrating growth.
• Acknowledge Progress: Celebrate successes and acknowledge effort. Recognise when your team member is demonstrating new capabilities.

Your support as a line manager is about creating the psychological safety and practical space for your team member to engage fully in the coaching process. By respecting confidentiality, facilitating time and application of learning, and acknowledging progress, you become a key enabler of their development journey.