How can cross-functional leaders benefit from coaching?

Regardless of the functionalities, essentially it is about the "being" that the leader embodies in his role (and beyond). Your leadership is only as strong as your knowledge of Self. For example, you want to Respond in interaction with your teams, vs. React. The less you know yourself, the more you will react (from an unconscious default mode). Responding is an activity filtered through self-awareness, conscious self-analysis, and then conscious response. It is emotional intelligence in action. This is a key aspect that makes a strong and internally balanced leader, and it is a characteristic of Divine Leadership. For more information about the other key aspects of Divine Leadership, please visit my profile.

Coaching offers cross-functional leaders a unique advantage by sharpening clarity, boosting confidence, and enhancing skills. Through targeted questions, active listening, and personalized feedback, leaders uncover and tackle blind spots and biases, improving their effectiveness. This tailored support fosters a deep understanding of diverse team dynamics, enabling leaders to navigate complex challenges more effectively. It’s about equipping them with the tools and insights needed to excel in multifaceted roles, driving both personal growth and organizational success.

Coaching support should be a part of any cross-functional team’s ongoing development. In order to effectively work across multiple teams and roles in an organization, these team members will have to learn to provide coaching as well. Cross-functional communicators will need the ability to clearly define objectives and give feedback to multiple teams along the way. Providing coaching development helps this type of team to receive support as well as learn new skills to utilize within their roles.

Coaching can help cross-functional leaders in many ways, like improving teamwork and communication across different teams, motivating their people, and solving problems that require different perspectives. It can also help them better understand different parts of the business and build relationships with important people throughout the organization.

In my experience as both an internal and external coach working with cross-functional leaders there are several areas to support enhancing success. One is developing the communication between the groups so that goals are aligned together as a team rather than siloed departments. Another is it can enhance the collaboration that takes place when teams engage in conversations so that the team members can show up with curiosity for each other rather than judgement in choosing sides. Work with a coach to develop your communication and collaboration together so that you can achieve the overall goals of the organization united together and not as individual departments.

In addition to this great outline, it is recommended to find a coach with a keen understanding of change management and/or behavioral change. Although a coach may have results that look aligned, implementing new structure within an organization takes unique skills.

One of the most powerful outcomes of cross-functional coaching is helping break-down silo thinking. When peers from different parts of an organization have the opportunity to recognize and relate to challenges and growth opportunities with each other, then you can facilitate a mindset of "we are in this together". In addition cross-functional coaching can unlock innovative approaches as coaching is most effective at a context, not content, level.

Embrace your authentic self. 🌱 In an effective coaching session, introspection and vulnerability are crucial. The coach's responsibility is to cultivate a safe space where clients can openly share goals and limiting beliefs sans judgment. This secure environment becomes the foundation for clients to confidently pursue dreams and conquer challenges.

Be open and receptive: Approach coaching with an open mind and a willingness to explore new ideas, perspectives, and possibilities. Be receptive to feedback and guidance from your coach, even if it challenges your assumptions or pushes you out of your comfort zone. Embrace the opportunity for growth and self-discovery that coaching offers

To get the most out of a coaching session: - Bring your whole self. Don't be afraid to be your whole authentic self in a coaching session. My coaching container is a judgement free zone where you can truly be you. This means all your fears, thoughts, celebrations and emotions are fully welcome. Don't hold back. - Be honest. It will not serve you to tell half the truth in a coaching session. If you think it, share it. This includes feedback for your coach. - Be wiling to be uncomfortable. Assuming we've laid the ground work for trust and safety, it is not uncommon for us to cover uncomfortable ground in a coaching session. The saying: growth happens outside your comfort zone is a saying for a reason.

Goal achievement: Evaluate the extent to which clients have achieved the goals they set at the beginning of the coaching engagement. This can include both short-term and long-term goals related to personal development, performance improvement, career advancement, or organizational outcomes.

Change management and agility: Cross-functional leaders often need to navigate organizational change, ambiguity, and uncertainty while leading cross-functional initiatives. Coaching can help leaders build resilience, adaptability, and change management skills to effectively lead their teams through transitions, anticipate and address resistance, and foster a culture of continuous learning and improvement.