Orchestrate Your Team to Success Through Coaching

Have you noticed as modern-day employees make their way into the workplace, they expect to play by an entirely different set of rules than those of past generations? Most likely you have Millennials, the generation that reached young adulthood in the early 21st century, as part of your team. As a team leader, have you adapted or are you still trying to play by yesterday’s rules?

In times past, employees would be given orders and were required to implement them if they wanted to hold their positions. However, times have changed. Younger workers want to be given the freedom to experiment, a voice within their organization, and the ability to pursue what they view as meaningful work. Anything less they view as limiting.

Sadly, leaders from previous generations often misunderstand the younger generations’ motivations. As a result, they underinvest in employee training, assume that all young people are the same, or even worse, question their drive and work ethic. To do this would be a big mistake, essentially, it means throwing away the future of your company!

As a team leader, one of your biggest challenges (and opportunities) is to create and foster an environment that lends itself to engagement and productivity. Today, more than ever before, to ensure high levels of workplace output and morale employees need to feel valued and challenged. It’s also clear that to be able to respond to and stay ahead of change, leaders need to develop workers who are comfortable thinking independently and contributing to the team.

It’s time to shed the old-fashioned view of “the boss” and start viewing yourself like an orchestrator.

When you’re conducting the orchestra, you’re not playing each instrument or standing over each artist as they perform their craft. Instead, your job is to give them the complete score, with everyone’s section detailed so they know where and how to join, to start, to stop, to build up or when to gradually pull back. It’s your artistry as the conductor that produces the results of the team.

In essence, a good orchestrator is a good coach. Coaching is one of the best ways to encourage employee growth as it helps the team bring out their own abilities and find their own solutions. They learn to move past mental blocks and limiting beliefs to achieve things that they may not otherwise have seen as possible.

Often, employees are tasked to jobs that fall within a tight range of responsibility. It is simply assumed that they are not able to complete tasks that are more complex, demanding, or require different skills than what they’ve been doing until now. What if, instead of accepting employees’ limitations at face value, team leaders were to give them the training and support needed to go beyond what they’ve done in the past. With coaching aimed at helping them meet this new challenge, they will likely rise to the occasion and quite possibly surpass your expectations.

Imagine orchestrating a team where everyone sees opportunities rather than barriers and each team member is valued for their limitless potential. This is possible when leaders train themselves and their leadership teams in the art of coaching.

Coaching is a fundamental component when establishing a Community of Practice, a progressive model of team interaction. To learn more about this model and how to orchestrate a successful team, I encourage you to download my special report, Leading a Purpose-Driven Team.

How Understanding Your “Ikigai” Can Make You an Exceptional Leader

understanding ikigai - a reason for being as a balance between love, skills, needs and moneyHave you heard of ikigai? It’s a Japanese term that doesn’t have a direct translation in English. However, the concept revolves around your reason for being, your meaning or purpose in life.

I love learning new words because like John Keating once said, “No matter what anybody tells you, words and ideas can change the world.” When I was introduced to the word ikigai, I instantly saw that it had that kind of power, especially for leaders.

How do you identify your ikigai? It lies in the center of four intersecting circles – what you love, what you do well, what the world needs, and what you’re paid for doing.

This is just the concept leaders need to embrace now that we are shifting from an industrial economy to a knowledge economy. We’re transitioning to a new economic framework that, especially for millennials, is rooted in purpose. Today your job in and of itself is not your purpose, as it was in previous generations.

As I consider my own Ikigai if find…

What I love is to bring out the best in others.

What I do well is coach, train, and mentor others.

What the world needs is exceptional leaders who are committed to learning.

What I’m paid for is to develop exceptional leaders.

I feel joy when I “do” that work. I feel whole and connected. I am living my purpose.

However, finding my ikigai has required concentrated effort on my part. It’s been a work in progress for decades. I used to “do” A LOT. I was a great Principal. I was nationally recognized. I was doing “principal stuff” and I had the student achievement data and high performing teachers to prove it. But I was so busy doing, that I forgot to take care of me, and I was forced to slow down. Being ‘busy’ with ‘doing’ didn’t give me any grounding, it just filled up all my space, time and energy with purposefulness but not purpose.

Having clarity around your ikigai or purpose is essential for leaders.

Leadership is life-changing, and not just for those you lead. What we know, from the early findings in neuroscience in particular, is that to work with others, to develop our communities, we must first focus on ourselves. Our ability to develop ourselves quite literally increases our capacity to support and lead others. In fact, discovering your own ikigai can be the first step in creating a deeper and more motivating purpose for your entire team.

If you’re ready to dig deeper into your purpose and how it impacts your team, I encourage you to download my special report, Leading a Purpose-Driven Team. You’ll discover new ways to ground your leadership with purpose and you’ll be introduced to a progressive model of team interaction.

How to Nurture Leadership with a Community of Practice

a community of practice team works toward growthAre you aspiring to be a great team leader? What does that involve? I love this quote by Orrin Woodward, “Average leaders raise the bar on themselves; good leaders raise the bar for others; great leaders inspire others to raise their own bar.”

In any goal-oriented community, we learn and grow by observing and practicing in a safe space with other learners.  I’ve found that the establishment of Communities of Practice for leaders to share, develop and learn about leadership is a way to aid in the growth of burgeoning leaders exponentially. Not only does the primary leader becoming more effective in their own work, but all members of the community also become powerful thought partners for each other.

I first learned about Communities of Practice (CoP) from renowned social learning thought leader Etienne Wenger-Trayner. The idea resonated with me because, even though the term is new, it’s a well-founded practice that’s been used for generations. Since then, I’ve been involved in studying the CoP development process and training teams to benefit from it.

Recently, I was the team leader on a three-year Site Leader Community of Practice (SLCOP) study that was tested in seven school districts across California. Before the Community of Practice was established, the site leaders (school principals) were isolated from their peers, and as a result, there was little opportunity to network amongst each other.

The SLCOP was dedicated to bringing these principals together to share their triumphs and challenges. The Community of Practice also set the stage for the kind of reciprocal learning that supported the principals to become as smart as the aggregated whole rather than their individual site level cycle of fits, starts and, by comparison, slower growth.

One of the fascinating things we learned about CoPs is the way that groups predictably move through a developmental arc specific to authentic communities of practice.

This “Arc of Development” was revealed as…

  • Over time, ongoing, enforced habits created a group culture that continually supported relationship building and group coherence.  
  • Once relational trust was established, the group members were able to shift from having transactional discussions to transformational discussions. From communication that is simply interactive to communication that was redefining.
  • This provided the foundation for principals to deepen their sense of agency, both at their own site as well as across the district.
  • A strategic thought process was adopted that helped them see the relationship between their actions, teacher practice, and student achievement.
  • Participating principals now had a voice inside the district.
  • This resulted in a reciprocal learning dynamic when districts were willing to invest in the development of leadership agency.  

When we surveyed principals about their experience of the learning space created by SLCOPs, the statement that always received the highest score was, “I supported and was supported by my colleagues”. This is consistent with social learning theory that emphasizes the importance of the reciprocal nature of the learning process.

The main, as well as most important, phenomenon we observed as SLCOPs developed was the accountability site leaders felt toward each other and their capacity to understand the context and needs of each other’s school sites.  This attitude showed a significant shift from the traditional competitiveness experienced among high school principals, beyond even trading best practices and networking, to a place where true collaboration, shared understanding and coherence is achieved!

Are you intrigued by what your team could achieve as a Community of Practice? Contact me to learn how your team can develop an action-oriented model of activities and ways of communicating that drives you towards your joint purpose.

 

Louise J Santiago, PhD
Executive Coach and Organizational Consultant

Where Leadership is Intentional Work

© Center for Learning Leaders. All rights reserved. Site developed and hosted by Rogue Web Works.