Did you know that the majority of employees today expect their managers to coach them?
By its very nature, coaching is personal and tailored to the uniqueness of each employee; a prescription, if you will, for healthy growth.
Coaches are teachers (managers) who know their material well and their employees even better.
How do they do that?
The best teachers have one thing in common, the ability to understand and to reach you.
They understand an employee’s grasp of a task or issue because they’ve watched, asked questions, listened and helped design an action plan.
There are a few key steps you can take to implement effective workplace coaching:
- Observe – The responsibility for maintaining good performance is the employee’s, not the manager’s. The manager’s job is to point out the discrepancy – the employee’s job is to fix it! Take time to observe and diagnose the situation.
- Ask questions – Effective coaches ask open questions that allow the staff to come up with some new options that will lead to action and new behavior. Begin open questions with how, when, where, what or who. Only when options come from the staff will you get real commitment to change. It’s important to take some of the pressure off by remembering that coaching is really about effective conversations; questions are the foundation for these conversations.
- Listen – The loudest statements a coach can make is by quietly asking a question, then remaining silent and use empathetic listening, this is a powerful listening technique by using your heart and all the human senses to understand the other person. When you’re listening to someone: use your imagination and similar past situations to give you clues about what the other person is feeling and experiencing; and, imagine that you are the other person.
- Help design an action plan – Initiate options and develop with the staff an action plan. Make steps and timelines for the plan.
- Follow-up and create momentum – Provide feedback and continue to monitor achievements and actions. Become the cheerleader and if needed, nag the staff to stay on track. Call, email, continue to have conversations and use other media to keep moving toward a goal or some sort of change. Celebrate when the goal has been achieved.
* Dr. Flor Glinoga is the President of Altabest Management Services, a corporate training services provider.
She is an internationally recognized Management and HRD Consultant. With a PhD in Clinical Psychology and Masters in Development Management, Dr. Glinoga has a wealth of knowledge about individual, group, and organizational behavior.
For the past 36 years, she has engaged individuals and organizations in the change process to increase their productivity, efficiency and effectiveness to include HR Services, strategic business plan programs, develop leadership skills, and build self-mastery.