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How concern for employee wellbeing lays a foundation for effective coaching

Supportive Leadership
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Leadership profiles

Supportive leaders are often seen as individuals who focus heavily on the physical and psychological well-being of their followers, for whom they have a genuine concern.

They are similar to transformational leaders in that both types are concerned with the development of their employees and teams. These leaders inspire and motivate employees to achieve the organization's targets, whilst also building and navigating their own careers. Their vision inspires and provides a strong sense of purpose and direction.

Often referred to as team or coaching leadership, these leaders must, however, be effective coaches, able to teach and lead for this style to be effective. Roles as team captains in sports are often characterized by supportive leadership.

What does a higher score mean?

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Highly agreeable, gregarious, and cheerful, you pay attention to your emotional reactions in the workplace, and genuinely care about your teams. Relationship-oriented you want to bring your teams on your visionary journey, and provide them with a strong sense of direction.

What does a lower score mean?

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Lower trust or being highly cautious is not conducive to supportive leadership. You do not desire a team-oriented or coaching role.

To nurture your Supportive Leadership:

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Ensure you have the opportunity to coach and teach within your role. Increase team commitment by creating opportunities to bring your teams together, to inspire them, and give them direction and purpose in what they can achieve. Create trust and provide a safe environment to ensure their holistic wellbeing.

Use this checklist for self-evaluation

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  • Have you trained as a coach?
  • Do you enjoy training individuals?
  • Do you have emotional self-awareness?
  • Do you like to inspire people?
  • Do you like to help people achieve their goals?

Examples of Supportive Leaders:


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What is your Self-awareness score?
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I often reflect on my thoughts

< Strongly Disagree
Strongly Agree >

I do not often think about the way I am feeling

< Strongly Disagree
Strongly Agree >

I enjoy exploring my “inner self"

< Strongly Disagree
Strongly Agree >

I often reflect on my feelings

< Strongly Disagree
Strongly Agree >

Others would benefit from reflecting more on their thoughts

< Strongly Disagree
Strongly Agree >

I am interested in analysing the behaviour of others

< Strongly Disagree
Strongly Agree >

I value opportunities to evaluate my behaviour

< Strongly Disagree
Strongly Agree >

It is important to understand why people behave in the way they do

< Strongly Disagree
Strongly Agree >

When I’m feeling uncomfortable, I can easily name these feelings

< Strongly Disagree
Strongly Agree >

I usually know why I am feeling the way I do

< Strongly Disagree
Strongly Agree >

I am often on auto-pilot and do not pay much attention to what I am doing

< Strongly Disagree
Strongly Agree >

Sometimes I am careless because I am preoccupied, with many things on my mind

< Strongly Disagree
Strongly Agree >

I often dwell on the past or the future, rather than the present

< Strongly Disagree
Strongly Agree >

My mind often wanders when I am trying to concentrate

< Strongly Disagree
Strongly Agree >

I often find myself thinking about how to solve past negative events

< Strongly Disagree
Strongly Agree >

When things go wrong, I often think about them constructively for long periods of time

< Strongly Disagree
Strongly Agree >

I tend not to look back and think about how I could have done things better

< Strongly Disagree
Strongly Agree >

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