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Good coaches don't have a set style. They ask open questions, emphasize growth and goodness, and foster employee development. They also take calculated risks. Coaches can be anything from a business owner to an employee. A true leader does what it takes to propel the business forward. Here are some characteristics of a good coach:Coaches ask open questionsGreat coaching involves asking powerful questions to reveal important issues and make the receiver tap into their own expertise. Open-ended questions are not statements disguised as questions with a preconceived "right" answer. They are open-ended and reflect a genuine curiosity for the other person. The following are examples of the most effective questions to ask during management coaching:Open questions are useful to discover a person's motivations and clarify options. However, they can be confronting or seem confrontational. Instead, consider using alternative questions such as "How do you feel?" or "How do you know that?"They facilitate employee developmentThe benefits of Management Coaching to employee development are numerous. Not only does it encourage better performance, it is good for your bottom line too. By facilitating growth and development, you can cut down on employee turnover. Research shows that 40% of employees who receive poor training leave the company within one year. By investing in your employees' professional development, 93% of your workers would stay with you longer. And if you want to attract young er employees, you should provide them with the necessary opportunities to grow. In fact, younger employees cite opportunities for development as one of the things they look for in an employer.Employee development can go beyond career development. Employees need to grow emotionally and physically as well as develop their skills. This includes helping them get in shape physically. You can also facilitate an employee's personal development by developing an individual plan. This can be done during employee reviews. Aside from fostering employee growth, you can also help them improve their performance and retention. It's important to make sure that your management team encourages employee development and growth.They are responsible risk-takersEmployees who are responsible risk-takers have learned to recognise patterns, use judgement and personal accountability. They understand the big picture and don't need 100% of the information at the time of taking a risk. In contrast, employees who are indecisive, need 100% of the information and don't take risks are ineffective risk-takers. These characteristics of good risk-takers are often found among the less successful risk-takers in organisations.The study used psychological and managerial perspectives to examine the role of risk-taking in decision-making. It included a large group of prospective project managers at a University who were taking elective courses in operations management and network analysis. These individuals were not typical college students - they were full-time managers in various organizations, taking these courses to develop their competence. The findings were surprising. In fact, they were the only group of people who improved after management coaching.