Coaching Changes You - Managers Make All the Difference
Quick Quiz on Coaching
Have you recognized one or two individuals on your team with an email or phone call of praise, a pat on the back, or award points this week?
Are you focused on the individual's strengths or merely their areas for improvement only? Try starting the discussion with: "these are the things that you are good at and these are the things that you could be great at..." Discuss why being good is often an enemy to becoming GREAT!
Coaching - YOU make the Difference!
Everyone has heard that coaching makes all of the difference in an individual's overall performance, an individual's satisfaction, and may even have an impact on individuals personally as well as professionally.
Here are two tips that can be easily implemented in the next quarter. The first tip is to change the concept of coaching time by letting individuals know that just as a Coach raises the bar of performance for individuals and the entire team...so, too, will you be asking individuals and the team collectively to focus on small, measurable improvements that can be made after each coaching discussion. Coaching raises the performance for each individual and then for the team or organization collectively. Learn to leverage coaching analogies in your discussions. Example: On a football team, all individuals need to be moving in the same direction when the ball is snapped (that direction is the goal line). Failure to do so means that 6, 7, or even 8 points may be forfeited. For anyone on the team who is busy vibrating side-to-side and back-to-front without moving forward... talk to them about two or three things that they can improve upon to be moving forward toward the goal line with you and the rest of the team.
The second tip is to make sure to make time to coach routinely in person and even on the phone. Use teleconferences to coach collectively and recognize and reward individuals for participation and execution of what is said and agreed to. Do not recognize individuals who are merely present or in attendance mode rather than those who are fully participating. Then coach them individually sometime during the Coaching Visit (completing the form together so that there is agreement (and no surprises)). Each individual should be asked to specify two-three things that they need and want to work on before the next coaching visit.
Books on Effective Coaching
Sales Coaching: Make the great leap from Sales Manager to Sales Coach by Linda Richardson
Coaching Salespeople into Sales Champions: A Tactical Playbook for Managers and Executives by Keith Rosen
The Optimal Salesperson by Dan Caramanico and Marie Maguire
The Market has Changed, Have You? By Paul D’Souza
Coaching in the Workplace
Is coaching as valid in the workplace as it is in the sports world?
Coaching Goes Both Ways
Coaching benefits the employee in the following ways: being specific and gaining agreement on two or three areas for improved performance, demonstrates the coach's agreement to assist with agreed upon areas of improvement/development, and leads to greater job satisfaction due to investment in the individual and enhanced skill development.
Coaching benefits the manager/coach by showing the manager the way to clearer
verbal and written communication. It requires the manager / coach to be committed to raising performance, to create a vision for the individual and team, and the ability to place this vision into words. It also helps a manager to empower the employee to leverage the skills and talents and to be solution-oriented and contribute to the success of the team and the
organization, and demonstrates the awareness of ownership and accountability on
the individual's part. Consequently, the manager needs to monitor the movement of
the employee along the continuum of good to great!
Individual commitment to a group effort - that is what makes a team work, a company work, a society work, a civilization work.