Coaching vs. Managing: Finding the Balance for Better Team Outcomes
What’s the Difference Between Managing and Coaching?
Managing: Traditional management involves setting goals, monitoring performance, and ensuring tasks are completed on time. It’s a necessary component of leadership that focuses on structure, efficiency, and accountability. Managing is particularly effective for handling routine operations and short-term objectives.
Coaching: Coaching, on the other hand, emphasizes guidance, development, and empowerment. It’s about helping team members unlock their potential by asking questions, offering feedback, and encouraging self-discovery. Coaching builds long-term growth and fosters a sense of ownership and engagement.
When to Manage and When to Coach
In healthcare’s fast-paced environment, leaders must know when to wear each hat.
When to Manage: Clear direction and quick decisions are essential during high-stakes situations. A leader might need to step in with firm instructions to ensure safety and team efficiency.
When to Coach: Coaching is more effective for ongoing development, team dynamics, or problem-solving. Encouraging a team member to explore solutions fosters critical thinking and confidence, equipping them to handle future challenges independently.
Balancing both approaches allows leaders to maintain structure while nurturing growth.
How to Develop a Coaching Leadership Style
1. Ask, Don’t Tell
Coaching begins with curiosity. Instead of giving answers, ask questions that encourage team members to think critically and explore solutions. For example, instead of saying, “Here’s how you should handle this,” ask, “What approach do you think we should use?”
This shift empowers individuals to develop problem-solving skills while reinforcing their accountability.
Pro Tip: Use open-ended questions to spark reflection and discussion.
2. Provide Constructive Feedback
Coaching isn’t about avoiding criticism but framing feedback to inspire growth. Focus on specific behaviors and provide actionable suggestions for improvement.
For example: “Your communication is clear, but let’s work on managing time more efficiently. How do you think you can improve this?”
Recognizing strengths alongside areas for growth helps team members stay motivated and engaged.
3. Set Development Goals
Coaching is most effective when tied to clear, personalized goals. Collaborate with team members to identify areas for improvement and create actionable steps to achieve them.
For instance, a staff member might set a goal to improve efficiency in a daily task. As a coach, you can provide resources, mentorship, or periodic check-ins to track progress and offer support.
Pro Tip: Align individual goals with team and organizational objectives for a sense of shared purpose.
4. Foster a Growth Mindset
A coaching culture encourages continuous learning and resilience. Leaders who model adaptability and openness to feedback inspire their teams to embrace challenges as opportunities for growth.
For example, gather the team to reflect on what went well and what could be improved after a challenging shift. This approach normalizes learning from experience and strengthens team dynamics.
5. Build Trust and Connection
Coaching thrives on trust. Work towards an understanding of your team members’ strengths, motivations, and concerns. Showing genuine interest in their development builds rapport and fosters a culture where people feel supported and valued.
The Impact of Coaching Leadership
Leaders who adopt a coaching approach unlock their teams’ potential while fostering a collaborative, engaged environment. By combining the structure of management with the empowerment of coaching, healthcare leaders can navigate immediate challenges while building the resilience and adaptability needed for long-term success.
Whether you’re leading a team through a routine shift or preparing them for the unexpected, coaching bridges the gap between task completion and actual professional growth, it’s not just about leading—it’s about lifting your team to new heights.