Leadership & Management

November 25, 2018 Management

Leadership & ManagementOmar A. PescadorTrident University BHA320 Management of Health ProgramsLeadership & ManagementThe journal by Ladyshewsky on the manager as coach, instantly took me back to my days in the Navy serving as a similar leader. The traits and attributes of the Manager as Coach (MAC) is the kind of leadership breed that many attempt to develop, but lamentably fail. This type of leadership distinguishes good leaders from Great leaders. Due to my passion for inspiring, motivating, educating, coaching, developing, and overall leading my junior Sailors is what distinguished my leadership style as unique and genuine. Ladyshewsky demonstrates an almost identical style with MAC, emphasizing that it is a necessity to be a core skill. (Ladyshewsky, 2010).Manager as Coach (MAC)The term manager as coach (MAC) is essentially what the term describes, instilling coaching, mentoring, and providing instructive feedback while effectively managing a team or department. However, Ladyshewsky goes further by describing the role as being distinct a role from conventional coaching. Instead, Ladyshewsky’s approach implies constructing a relationship around trust and depends on the people who shape his or her team. A manager is not a leader, nevertheless, a manager does need leadership skills in order to be effective. Otherwise, the manager would translate into a dictator. Moreover, the MAC infuses skills such as “interpersonal effectiveness, listening, empathy, patience, adaptability, and problem solving.” (Wasylysyn, 2003). Role Appropriate As mentioned earlier, the MAC role has been attempted by some and has proven to be distinguishably for certain individuals. Not all managers or leaders can or are willing to imbue trust and empathy into their leadership styles. However, with an open mind, both a leader and a manager can greatly benefit from the MAC role. According to Ladyshewsky, the MAC role is appropriate for both styles. Nonetheless, in the case of which style would be more appropriate for the MAC role, would be leadership. Managers are focused on the day to day operations and find it time consuming to develop trust and relationship with their subordinates. (Ladyshewsky, 2010).Advantages and Disadvantages As with any task, role, or position, there are advantages and disadvantages. The MAC role is no different and possess its pros and cons. Some of the MAC’s advantages include: effective communication up and down the chain of command, empowering subordinates, trust and team building, instilling goals and vision of the organization, and coaching. Creating an environment of belonging, uplifting morale and given the opportunity to contribute ensures tasks completed and overall, organizational triumph. This leadership style develops spirit de corps among the team members. Despite these advantages, the MAC role proves in not being a perfected role and exhibits barriers. The MAC leadership style is time consuming, which takes a manager out of performing managerial tasks and shifts their focus into coaching. Coaching is described as a “psychological interpersonal process and the role of emotions” by Goleman (2002). Not all managers are capable of developing a psychological relationship with their subordinates, hence creating an obstacle in the MAC role. Conclusively, the MAC role can show ineffectiveness in an organization with senior leadership whose focal point is primarily their career and finances. MAC Fitting In The notion of the MAC role has been cultivated since the 1980’s, proving that it has the capability of having an independent style and collaborating with other leadership styles. (Ladyshewsky, 2010). A MAC is constantly adapting to its environment, which an effective leader and/or manager needs to do in order to progress. An organization can avoid retention challenges by using the MAC role and developing trust within their team. Developing integrity shares one’s vision and influences others to attain the same vision. It is obvious people work for money, but there are other reasons as well. People want to feel productive, need to have purpose, and lastly, people will work even harder to support what they believe in. The MAC role offers leaders and managers alike, the ability to offer these attributes unlike other styles.Effective in Healthcare The MAC role can absolutely be effective in a healthcare setting. The healthcare industry faces alarming ongoing challenges. With overwhelming tasks and multiple priorities, the MAC role would show effectiveness by exposing leaders how to coach. Executives and department heads can coach their direct subordinates to align top priorities as their core project. Furthermore, by educating and developing their team, new skills and talent will emerge in direct result from the MAC role. Conclusively, the MAC role will vastly improve employee engagement, direct teams in the proper direction, and eventually creating a culture prepared to execute future plans. (Neitlich, 2015).ReferencesLadyshewsky, R. (2010). The Manager as Coach as A Driver of Organizational Development.Leadership & Organization Development Journal, 31(4),292-306. doi: 10.1108/01437731011043320Joo, B.-K.B. (2005). Executive Coaching: A Conceptual Framework from an Integrative Review of Practice and Research. Retrieved from https://search-proquest- com.ezproxy.trident.edu/docview/221817058?pq-origsite=summonWasylysyn, K. (2003). Executive Coaching: An Outcome Study. Consulting Psychology Journal: Practice and Research, Vol. 55 No. 2, pp. 94-106.Goleman, D. (2002). Leadership That Gets Results. Harvard Business Review, Vol. 78 No. 2 pp. 78-100.Neitlich, A. (2015). Five Reasons Why Healthcare Leaders Make Significant Improvementsby Learning to Coach Others. 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