Line managers are often the key element to an organisation running effectively and profitably.

With an understanding of the commercial goals of the business, and close proximity to both the executive leadership team and employees, taking care of your line managers makes for a strong business.

Line managers also play a crucial role in leading and developing their teams. Taking this into account, it’s worthwhile to invest in coaching to enhance their leadership skills, foster employee growth and drive overall performance. 

Bespoke line management coaching provides a structured and personalised approach to support line managers in achieving their goals, overcoming challenges and unlocking their full potential. 

In addition, by investing in line management coaching, organisations have the opportunity to create a culture of continuous learning and development, leading to improved employee engagement, productivity and retention.

The difference between coaching and training for line managers
Many organisations provide training for their line managers. However, there is a difference between coaching and training hello yes I am I know. One of the key differentiators between coaching and training lies in the approach to learning and development being skills-led vs person-led.

Training typically focuses on imparting specific knowledge or skills to individuals, usually in a group setting. It follows a structured curriculum and often involves delivering information through lectures, presentations, or workshops. 

Training programs are designed to provide a standardised set of skills or knowledge to a broad audience within a defined timeframe. While training can be effective in developing technical competencies, it may not address the individual needs, aspirations, or unique challenges of line managers.

Another factor to take into account with training is how much information people retain and go on to implement. With the best intentions in the world, people have busy workloads. Attending a training session (or even multiple training sessions) is one thing. It’s another to be back in the role, with deadlines and demands to meet, and now put new ways of doing things into practice.

Now let’s turn our attention to coaching, because it is different. As a conversation often between individuals or in small groups, it is a more personalised and in-depth approach.

Unlike training, coaching does not focus on telling or instructing. Instead, it empowers line managers to explore their own potential, discover insights, and develop effective strategies. Through a series of one-on-one conversations, active listening, and powerful questioning, coaches help line managers gain clarity, set goals, identify obstacles, and create action plans.

Coaching provides a safe and supportive environment for line managers to reflect on their strengths, weaknesses, and blind spots, enabling them to maximise their leadership impact and navigate complex organisational dynamics.

As a result, there’s a much higher success rate of people successfully implementing newer ways of working when they’ve been coached. 

The benefits of line management coaching
Line management coaching brings a multitude of benefits to both line managers and the organisations they serve. 

Firstly, coaching helps line managers enhance their leadership capabilities by fostering self-awareness, emotional intelligence, and adaptive thinking. 

It enables them to develop critical skills such as communication, delegation, conflict resolution, and performance management, which are essential for building high-performing teams. 

Secondly, managers who experience coaching directly themselves can then use these coaching tools and techniques to develop their team; creating a positive, caring culture in the workplace that supports all its employees.

Creating a pipeline of future leadership talent
By leveraging their strengths and addressing development areas, line managers can effectively motivate and engage their employees, leading to improved productivity, job satisfaction, and employee retention. That’s a strong business case to provide line management coaching for your line managers!

Furthermore, line management coaching facilitates the growth and development of individuals within the organisation. 

Through coaching conversations, line managers can better understand their own team members’ aspirations, strengths, and development needs. 

By providing ongoing feedback, support, and guidance, line managers can create a culture of continuous learning and growth within their teams. 

This not only enhances the skills and knowledge of individual employees but also creates a talent pipeline for future leadership positions. Investing in line management coaching demonstrates a commitment to employee development, which can significantly improve employee engagement, loyalty, and overall organisational performance.

And your employer brand will reap the benefits too. 

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Author bio: As an experienced coach, Rachel Morris supports business leaders to gain clarity around who they really are right now, where they are aiming to be and how they are going to get there. Her client list includes leaders from brands such as Channel 4, URBN and Chanel, and she coaches on a daily basis.