What kind of coach are you?


As you regroup with your team to focus on recovery, it’s also important to understand your coaching style. As a coach, leadership, timely decisions, risk-taking and solid preparation, are all items that you deal with on the field and in the workplace. Learning your coaching style will help you create and maintain a winning team in the workplace that is motivated and focused. Begin by asking yourself two questions:

  1. What kind of coach am I?
  2. What kind of coach do I want to be?

The chart below can help you determine the answer to both of these questions.

Of course, you may not be a perfect fit for one style, and one size does not fit all. Your coaching style may change depending on the project, employee, or some other element that you face in the workplace day-to-day. Also, while historic leadership styles leaned towards dictatorial, today’s employees have grown up asking “why” and in turn have led their teams to some very successful outcomes. Still, other coaches have found that their leadership personality can vary widely based upon the team’s personality. 

The key is finding the right balance. Aim for a style that allows you to provide direction when needed, motivates employees to contribute, and encourages ownership.

Learning, understanding and adapting your coaching style to fit the needs of you and your employees will allow you to have a championship workplace!


Dan Reeves

Rex Ryan

Barry Switzer


Solely focused on success

Focused on employees and success

No real focus


Task-oriented without consideration for the team

Task and team oriented

Team-oriented without priority for the tasks

Decision Making

You make all decisions and do not accept employee input

Decisions are shared and input is welcome, but you remain involved and have the final say

You remain uninvolved while employees make the decisions

Communication Style


Asking, listening, and telling


Communication Development




Meaning of success

Defined by you

Defined by both you and employees

Not defined

Employee development

Refuse development opportunities due to low employee trust

Mentor and train employees.

Neglect to offer development opportunities


Motivates through fear & negative implications

Motivates through inspiration, challenge, and reward

Does not motivate

Training Structures





Whether you need one player or an entire project team, contact Adecco Engineering & Technical for help scouting your winning team.


At Adecco Science, we specialize in connecting employers like you with extraordinary professionals on a temporary or permanent basis. To find out more, contact us today.