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Coaching Styles and Process In this lecture, you will begin to formulate your thoughts on the impact that a manager’s personality has on an employee through the coaching process and a series of questions provided below.

How does a negative manager impact the behavior of an employee?

How does a supportive and positive manager impact an employee’s behavior in the work environment?

Why is a manager’s personality so important for the overall strategic goal of the organization?

Answer: “A manager’s personality and behavioral preferences are more likely to influence his or her coaching style. There are four main coaching styles: driver, persuader, amiable, and analyzer.” (Aguinis, 2013, p. 233).

“Ineffective coaches stick to one style only and cannot adapt to use any of the other styles. On the other hand, adaptive coaches who are able to adjust their style according to an employee’s needs are most effective.” (Aguinis, 2013, p. 233).

Coaching Styles A manager’s personality and behavioral preferences are more likely to influence his or her coaching style. There are four main coaching styles: driver, persuader, amiable, and analyzer (Aguinis, 2013, p. 233).

Driver This type of coach is authoritative and tells the employee what to do.

Examples

Think of this manager as a ruler or a dictator.

Persuader This type of coach will attempt to sell the employee his or her philosophy.

Examples

Think of this manager as a car salesperson.

Amiable This type of coach is subjective and considers feelings. This type of coach is not very assertive.

Examples

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Think of this manager as a mediator. He or she may not like conflict.

Analyzer This type of coach is very serious and sets high standards for themselves and others.

Examples

Think of this manager as a judge. He or she may just emphasize on the facts.

A few questions to consider here are:

What type of a coach are you?

What type of a coach will help you reach your goal?

Have you ever had a coaching session that inspired you to reach new heights?

Have you ever had a coaching session that made you feel inadequate?

Was there a development plan?

There are a series of performance management steps a manager should take in order to get the employee on track: create a development plan, “identify resources and strategies that will help the employee achieve the developmental goals” (Aguinis, 2013, p. 87), implement a strategy for the employee to achieve the goals in the development plan, evaluate the employee’s progress, and provide constructive feedback during the performance review.

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Additional Materials

From your course textbook, Performance Management, read the following chapter:

Performance Management Skills

From the South University Online Library, read the following article:

How to Ensure Your Coaching Program Pays Off 

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