We firmly believe that the key to effective “mutual relationships” is to “map” your organization’s customer/supplier commitments. Once built, however, keeping those mutual relationships alive and thriving takes personal discipline, a willingness to remain open to the needs and concerns of others, and a true desire to remain aligned with the goals the organization.
This is where coaching comes in.
Leadership coaching vastly improves the success of transformational and impactful change—exactly the kind of change organizations undergo when beginning to center on relationships. How, exactly, does this happen?
- Coaching encourages the development of deep listening, the ability to truly hear what others are saying without defensiveness and without judgment.
- Coaching provides the means to explore and unlock potential, and to deepen confidence and capability, exactly the kinds of skills needed to develop the kinds of trust inherently part of strong mutual relationships.
- Coaching deepens new ways to be curious, to open oneself up to the kinds of questions designed to explore rather than to make a point, to create rather than to block, and to relate rather than to defend.
Coaching supports stronger relationships with customers and colleagues (who are also “customers,” as we know) by renewing energy, increasing awareness both of self and others, and describing new ways of being in relationships. All of this offers a way to influence and to sustain over time the important mutual relationships developed with our approach.
Organizations are complex systems that are challenged with monumental and accelerated change. Results can be achieved through leaders who value the natural diversity of leadership styles and the talents of the teams they lead. All leaders can benefit from learning how their own styles impact those they lead and the results desired, and nowhere is this more of a vital component than within the emerging world of newly formed mutual relationships.