Deliver Results Through Coaching
world of sports, athletes hire personal coaches to fine tune their
skills and break through the boundaries to improve performance and
achieve goals. In the business world, mangers need solid coaching
skills to fine tune individual employees and teams in delivering
bottom line results. The manager who is able to “coach” is able to
make a profound improvement in the performance of employees while
keeping them motivated.
studies have clearly shown that correctly coaching employees improves
the bottom line. Organizations that have paired training with coaching
experience outstanding bottom line profitability. Stand alone training
improves productivity by only 22.4%, while training coupled with
coaching increases productivity by as much as 88%.
Coaching is the process of open communication and feedback between the
manager-coach and employee. This process can be time-consuming but the
reward can be great. Your ability to inspire and coach your employees
can raise the performance bar significantly, however, coaching works
best if the coachee is open and willing to accept the advice being
offered. Here are six
coaching strategies for managers:
1. Build a Foundation of Trust: If you expect your employees to
respond to your feedback, and to be considered credible, you must
demonstrate dedication to your employees. One way to build a
foundation of trust is to empower employees.
2. Clear Communication:
Set clear goals and expectations. Help employees understand their job descriptions and what is
expected from them.
rather than general. In both positive and constructive feedback, use
specific examples. “You’re not a team player” is not as useful
as “In the meeting this morning, when you didn’t acknowledge you
were listening to anyone's ideas, I felt forced to accept yours.”
Provide both positive and constructive feedback. A
common mistake is to only communicate negative actions. People want to
be recognized for their positive actions and accomplishments. Feedback
should be well-timed.
Be descriptive rather than judgmental. Using language
that is evaluative increases defensiveness and decreases the ability
for the employee to listen.
3. Be a Motivator and Morale Builder: Creating a positive
environment is the responsibility of every manger-coach. Motivation
comes from within, however employee motivation can increase or
decrease based upon the working environment. A good manager-coach can:
Give a sense of ownership. By releasing control and
delegating responsibilities, managers will show employees that they
are valued and trusted.
Be a positive and enthusiastic sponsor by creating
opportunities for employees to showcase their knowledge and
Provide praise often, which will enhance employees in
feeling valued. Share the fame and the blame. You must be willing to
share credit for victories with your team, including any tangible
4. Listen: A good coach listens to what the employee is telling
them. An effective coach
avoids the tendency to over-talk. The manager-coach is alert to body
language and non-verbal messages. Is the employee unusually silent or
exhibiting avoidance? Express your concern to non-verbal messages.
for an explanation behind the verbal reaction. Often the verbal
response masks the underlying problem.
If you have an employee with a performance problem make an
effort to find the real cause of the problem. Two good questions to
ask are: What is creating the problem? What resources are needed to
solve the problem?
to good active listening is the ability to use solid listening skills.
These five skills include:
Clarify the feelings you have just heard, get more details and check
Keep the speaker talking.
Checking: Identify any misunderstandings. Check for accuracy and
let the sender of the message know that you understand what was said.
Feelings Check: Identify the feelings that you just
sensed in the employee’s message.
Pull together the ideas you heard, review progress made, and sum up
what was discussed.
5. Ask Powerful Questions: A good manager-coach needs to be
able to ask pertinent questions that will guide the employee. Through
the use of open-ended and closed-ended questions a coach can help
determine any blocks to success, what resources are needed to break
through and how to reach specific goals. One excellent resource on
powerful questions can be obtained from www.pocketresource.com. This
free e-book on coaching skills offers many tips and suggestions for
improving performance through coaching.
employees need a good coach. As a manager-coach one of your roles is
to motivate your employees to work hard, perform at high levels and
enjoy their jobs. Once in a while there is an exceptional employee who
outshines everyone else, and on the other hand there might be a
problem employee who doesn’t pull their share. The key to achieving
all-around success is providing every employee with personal guidance
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