Management Success – Be A Coach

Are you a coach? If you, as a manager or supervisor, have not integrated this skill into your toolkit it’s time and essential to your management success and overall professional success!

Now before you go feeling overwhelmed, consider coaching someone to be initially a shift in thinking.  Coaching is really about the way you relate to someone in a strategic way.  It means that discussions are more purposeful and targeted.

There has been much written about blocks to manager allow themselves to “take on coaching” in their professional development.  That view makes it appear and feel like a burden.

For now, let’s start here with this high-impact principle: Coaching is not necessarily something you do, but who you are.

So in the context of let’s say adding coaching to your regular management practices it can be seen simply as having regular conversations and being consistent:

Here’s a useful explanation from the management blog, The Performance Improvement:

“The manager who communicates regularly that he needs noticeably improved performance from his directs and then provides guidance on how to do so and then measures their progress is going to noticeably outperform the manager who does not.

Their point is that the regularity of these conversations and the focus on specific performance outcomes are what bring about change. When everyone makes coaching a “small, habitual routine,” it will become part of the culture of the organization. (and…these are my words…a part of the relating rapport between the manager and team member…and THIS is the most important piece to effective management).

I believe that at that point it doesn’t have to be called “coaching” anymore; it’s just something that happens as part of brief, weekly conversations between managers and their direct reports for the purpose of improving performance and achieving the organization’s strategic goals.”

This is a good explanation. There are other points made in that post that are worth a read, so here is the link: The Performance Improvement

Coaching Tip: Evaluate the functions of coaching in your current management style. What is your attitude around this function or style.  What could use improvement? Do your team members feel “coached?”  What are the qualities of an effective coach?

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