Dear Cornel Aitonean

Healthcare employees find managers' coaching style particularly beneficial during transition periods or when adapting to new protocols, such as the introduction of updated clinical guidelines or digital systems. In these situations, managers who adopt a coaching approach provide clarity, reassurance, and structured support, helping staff confidently navigate changes. By breaking down complex tasks into manageable steps and offering personalised guidance, managers reduce anxiety and foster a sense of competence. This not only enhances employees' ability to deliver safe, effective care but also strengthens their commitment to the organisation, as they feel supported in their professional growth.

The coaching style is also highly valued in high-pressure scenarios, such as staffing shortages or critical incidents, where employees may feel overwhelmed or uncertain. Managers who actively listen, acknowledge challenges, and collaboratively explore solutions empower their teams to handle stress more effectively. This approach cultivates trust and resilience, reinforcing employees' dedication to their roles. Additionally, coaching proves beneficial for junior staff or newly qualified professionals, as it provides them with mentorship and constructive feedback, helping them integrate into the team and develop their skills with confidence. In such contexts, the coaching style directly contributes to higher job satisfaction and long-term retention.

I hope this helps.

Dear Felix Oscar Socorro Marquez,

Your answer is very helpful. We are currently writing a term paper on this topic and are looking for valuable literature (studies, articles, interviews, podcasts, etc.) that will help us gain new insights in this area.

Thank you very much for your answer!

Hi

I noticed your question and appeal for related information. I have recently published some work related to what clinical leaders work on, with a coach. This is slightly different from managers adopting a coaching approach, but it might be of interest along with a few other articles we have published about coaching in the health sector?

Thought I'd mention in case it's of interest.

Good luck with your work...

Dear Darren Leech, Thank you very much for your help!

### **Employee Coaching in Healthcare Management**

Healthcare managers apply coaching elements daily to enhance staff performance, improve patient care, and foster a positive work environment. Coaching involves guiding employees, offering constructive feedback, and supporting their professional growth.

#### **Situations Where Coaching is Particularly Beneficial**

Employees in healthcare settings find coaching most valuable in situations such as:

1. **Onboarding and Training** – New staff benefit from structured coaching to adapt quickly.

2. **Performance Improvement** – Employees struggling with tasks receive targeted support.

3. **Emotional and Mental Well-being** – Coaching helps manage stress and burnout.

4. **Conflict Resolution** – Managers use coaching to mediate disputes and enhance teamwork.

5. **Career Development** – Employees seeking career advancement receive mentorship and skill development guidance.

#### **Key Elements of the Coaching Style**

1. **Active Listening** – Understanding employees' concerns and challenges.

2. **Constructive Feedback** – Offering clear, supportive, and actionable advice.

3. **Goal Setting** – Collaborating on achievable professional development targets.

4. **Empowerment** – Encouraging autonomy and decision-making.

5. **Continuous Support** – Providing ongoing mentorship rather than one-time evaluations.

6. **Motivation and Encouragement** – Recognizing and reinforcing positive behaviors.

7. **Adaptability** – Adjusting coaching approaches based on individual employee needs.

By integrating these elements, healthcare managers create a motivated workforce, improve retention rates, and ensure high-quality patient care.

Some great answers already! I would focus on the following:

1. Make sure the leaders/ managers have been trained to coach in the workplace. Everyone can improve their coaching competence and empathy through training

2. Remember that coaching in the work place is a leadership style.

3. Specifically, the coaching style is appropriate to help employees improve performance and develop in order to maximise their potential by building long term capability.

Cornel Aitonean

Managers in healthcare facilities apply elements of employee coaching as part of their daily leadership practices, especially in high-stress, high-stakes environments where collaboration and adaptability are essential. Coaching in this context involves active listening, asking open-ended questions, providing constructive feedback, and encouraging self-reflection and problem-solving. These behaviors promote a culture of continuous learning and empower healthcare staff to take ownership of their roles and professional growth.

Employees often find the coaching style particularly beneficial in situations where they are navigating complex patient care scenarios, adapting to new technologies, or handling emotionally charged situations. When managers adopt a coaching approach, staff members feel more supported and understood, which enhances their job satisfaction, engagement, and commitment to the organization. Coaching helps create psychological safety, allowing staff to share concerns, seek guidance without fear of judgment, and contribute more effectively to team-based care.

Research elements of the coaching style in healthcare include goal-setting, empathy, feedback mechanisms, reflective practice, and collaborative problem-solving. Studies show that coaching improves communication skills, emotional intelligence, and resilience among healthcare workers. Effective coaching also contributes to better patient outcomes by fostering a more cohesive and responsive care team. As such, integrating coaching principles into healthcare management is increasingly viewed as a strategic investment in both employee well-being and organizational performance.