Believe in Human Potential for Greatness

One of our highly rated coaches was coaching David a managing director at a multinational organization. He was well-known for a command-and-control style which impacted staff morale and productivity. Business results dipped and the stress of facing such circumstances affected his health to the point of heart surgery.

Although difficult, the coach had great confidence in David. Despite the staff believing that David could not change; the belief, and non-judgmental support from the coach paved the way for a positive transformation.

Nonetheless, it was very challenging initially, and for the most part his staff believed that he could not and would not change. The coach had confidence in David’s greatness and believed that he was capable of notable achievements. When David knew that the coach was fully present for him and would champion his cause without being judgmental, he began to speak what was in his heart.

When David fully articulated the tremendous pain in his life and his coach listened empathically, it was as if a massive weight was lifted from his shoulders. David became aware that his leadership approach was not bearing fruit. The awareness and acceptance of how his approach was limiting his achievements became the eureka moment that fueled his transformation. It gave David the motivation to invent his new approach to leadership, which he called “Participative-Appreciative Leadership.”

Old habits take time and discipline to change, so David’s coach encouraged him to create a way to remind himself to stay with his new approach until the new habit became locked in. One of the many self-created support structures that proved effective for David was this: He instructed all his employees that every time he reverted to his old style of leadership, they were to say to him, “Yes, Captain!” He knew—or suspected—that when they did this he would laugh out loud at himself, interrupting his old military pattern.

As he constantly replaced his old pattern with the new one, he began to reap the rewards of what his coach believed he was capable of achieving. His belief in himself soared, and so did his performance. Nine months in, David created a new work culture that increased staff satisfaction and performance. Where before he was demanding and dismissive, he was now practicing participative leadership processes and showing appreciation for others. The change would not happen without the strong belief of the coach.