Coaching leadership is based on a dynamic interaction between the leader and his team. A Coaching leader helps employees identify their strengths and weaknesses to improve their performance and competence. The coaching leader likes to come to the employees, conducts motivational conversations, provides instructions and feedback that encourage employees. His or her aim is to make sure that the team members continue to work autonomously and independently without removing the initiative from them but still makes them feel supported and involved in their work.
Coaching leadership style promotes the sense of responsibility and initiative among the employees. That’s why it is effective with employees who show initiative and want more professional development. The close relation between the leader and the employees reinforces the level of commitment of the team who feel that their leader believes in their qualities and competences. Coaching leadership style favors a perfect workplace climate without stress and pressure.
Coaching leadership style is too time-consuming. And time is what the world of business does not have much. Tasks are accomplished in a very slow manner. Coaching leadership becomes pointless when the team is not motivated because they will not then put the necessary effort in their self development.
Coaching leadership style can help build a favorable workplace climate and makes employees feel responsible. However it should not be favored as the default leadership style of a company but rather be used only if there is a need, e.g when employees are ineffective or lacking in a particular skill or knowledge.