Learn how Effyjie Coaching delivers powerful tools that significantly enhances leadership skills
This article was created in partnership with Effyjie Coaching.
Managing people takes a unique set of skills. No matter the industry or business, a person may be the best at what they do, but that expertise does not automatically translate to being the best in a leadership role. Managers often need support in bridging the gap between doing and teaching, and that’s where management coaching comes in.
A powerful tool that significantly enhances leadership skills by focusing on several core aspects of personal and professional development including self-awareness, communication skills, and emotional intelligence, management coaching plays a pivotal role in helping managers transition from an operational focus to a strategic mindset, and from reactive to proactive decision-making.
“Management coaching highlights people’s strengths, blockers, and what they need to improve on in the people-management aspect,” says Steve Jutras, partner and co-founder of Effyjie Coaching. “Recognition in management doesn’t come from being the best at doing something, it comes from being good at teaching people and making them better. Once we open someone’s mind to that, they don’t close it back.”
Strong leadership and strategic thinking are critical in today’s ever-changing business environment. Whether it’s technological advancements, market fluctuations, global crises, or the increasingly common remote or hybrid work arrangements, managers are often required to make quick decisions with limited information, says fellow partner and co-founder Josiane Lemay.
“The rapid pace of change requires managers to constantly update their strategic thinking and build out the necessary mindset,” she explains. “This shift is crucial, as leaders increasingly must think beyond the immediate demands of their roles. Coaching encourages managers to broaden their perspective, helping them to identify and prioritize strategic initiatives that align with the organization’s overarching goals.”
Whether it’s an internal meeting or a customer-facing task, a management coach will observe decision-making, evaluate relationships, and identify politics or dynamics with others in the company — all aspects that are viewed in-person, “on the field.” Then, they discuss the leadership approach and ask questions to engage the manager in reflection. The goal is to encourage self-awareness, crucial for any leader; drive authenticity and confidence; and allow them to understand how their behaviour impacts others, fostering a more inclusive and empathetic leadership style.
Coaching also helps a manager articulate more clearly and actively listen to their team, which creates an engaged workforce where people feel heard and valued. Learning to manage their own emotions and those of others is also paramount in building trust and inspiring their people to do their best work.
Jutras and Lemay come from front-line management backgrounds, and the duo identified a need for their unique blend of counselling and coaching. Business leaders reported that while they knew what to do in theory, when it came to influencing, engaging, and motivating people, they were missing something. This was a familiar tale, as both Jutras and Lemay had experienced that disconnect between daily operations and long-term business objectives.
For Jutras, who managed a distribution centre, the focus was often on beating daily production records — but what about tying that to the overall financial ratio? If you’re only looking at your own department, you’re not connecting all the dots.
“Managers don’t do the job the same way when they understand the higher-level expectations, but often in big companies, that information doesn’t reach the first level of management,” Jutras explains, noting they offer individual and team coaching depending on needs and resources. “We make sure the communication comes all the way down and goes right back up, so everybody in the organization realized the importance and the value of what they’re doing there.”
While typical metrics may not apply, there are effective ways for measuring people. In partnership with Creacor, Effyjie Coaching implemented the Management and Performance in Organizations (MPO) Psychometric Program. It measures personalities to align natural talents, identify areas of improvement, and allow leaders to leverage the most impactful communication skills. These metrics are understandable and leverageable by both HR and managers, and the relational skills learned through the psychometrics outlast any coaching program — which is the ultimate goal.
Organizations that incorporate management coaching into leadership programs experience a range of long-term benefits, but having leaders who understand their environment, understand their team, and continue to expand these learnings on their own is the real ROI.
“When coaching is embedded into the fabric of an organization, it encourages managers to continually reflect on their leadership practices, seek feedback, and strive for personal and professional growth,” Lemay says, adding that while some of this is gained through experience, coaches accelerate it.
Jutras agrees, noting that an organization investing in management coaching is investing in its future.
“Your managers, current and upcoming, will be more prepared for any change — and better equipped to face it on their own and drive necessary innovation,” he says. “They’re ensuring a strong pipeline of leaders who are ready to take on greater responsibilities and guide the organization towards sustained success.”
A manager from a Metro Distribution Center underscored in a recent email how Effyjie can change the course of a career. The client stated that he was returning from vacation and that his team members were happy to share their progress with him — validation that he had truly learned how to delegate. The manager reported it was a smooth way to return to work, Jutras recalls, and had reached that pivotal revelation: I’m now in control of the operations, not only the technical part; I identified the team’s objectives going forward and I am proud of their evolution as much as mine.
“It was progress that continued three months after the end of our intervention and he attributed much of it to our support,” Jutras says. “We love to hear that, especially coming from people who are not naturally comfortable with giving nor receiving recognition. We are truly engaged in the success of those who hire us and remember, developing the soft skills of your people is not a cost — it’s an investment. You’ll see the dollar signs at the end if you truly trust the process.”
Are you ready to make that investment? For more information on the management architects at Effyjie Coaching, reach out today.
