{"id":50453,"date":"2021-09-27T00:31:00","date_gmt":"2021-09-27T04:31:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=50453"},"modified":"2021-10-05T09:57:44","modified_gmt":"2021-10-05T13:57:44","slug":"supportive-leadership-style","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/supportive-leadership-style\/","title":{"rendered":"Adopt a Supportive Leadership Style: Ask This Question"},"content":{"rendered":"\n

What is a supportive leadership style? What difference can it make for your team?<\/p>\n\n\n\n

Too often, managers control, micromanage, or rescue their employees. In contrast, a supportive leadership style wins your team members’ trust and respect\u2014and it allows them to grow. The Coaching Habit<\/em> recommends making a habit<\/a> of asking one particular question.<\/p>\n\n\n\n

Read more to learn the question at the heart of a supportive leadership style.<\/p>\n\n\n\n\n\n\n\n

Adopting a Supportive Leadership Style<\/h2>\n\n\n\n

It\u2019s not unusual for managers to have some sort of rescuer complex\u2014that is, when someone comes to you with a question or a problem, you may feel like it\u2019s your duty to rescue him by finding solutions yourself. This may seem like the most efficient way to address a problem, but your good intentions may create a toxic environment: You breed resentment among team members when you step in instead of trusting them to find solutions, prevent team members from learning and growing, and needlessly add more to your workload.<\/p>\n\n\n\n

Break this unhealthy cycle with this simple question: \u201cHow can I support you?\u201d<\/strong> This question is at the heart of a supportive leadership style.<\/p>\n\n\n\n

Why This Question Is a Good Coaching Habit<\/h3>\n\n\n\n

This question is effective in two ways: <\/p>\n\n\n\n