To be effective, the inner leader must develop the techniques of effective teaching: communicating to inform and persuade followers to cooperative, joint action.
The teaching method most often used is coaching or one-on-one interaction with employees to teach, train, and aid in development of their individual skills, values, and capacities.
Coaching is a supportive relationship, one that ensures a maximum chance that in all relationships members, given their values, desires, backgrounds, and expectations, will view the relationship as positive.
To coach is to facilitate, or to make easy.
Coaching involves leaders in five roles: educator, sponsor, counselor, comforter, and coach.
Leaders learn to understand how people see the world, how they process information, and their preferred approach to problem solving and then use that information in their leadership.
Have I given sufficient time to understanding the people and the relationships in my office?
Do I understand the peculiarities of my followers?
Do I use individual follower’s skills, knowledge, and other assets to their best advantage?
Am I willing to invest the time to develop professional, quality, face-to-face, and other relationships with my coworkers?
Have I developed enough people skills to effectively relate with others?