In this article, we will discuss five of the most effective approaches for managers to effectively coach their employees. These simple and straightforward practices are based on decades of research and experience. While simple, they are not always easy. These are behaviors and habits that I often help managers develop naturally and authentically, and that we hope will become part of them over time.
- Build goodwill and trust -To inspire and motivate the efforts of others in their organization,managersneed to show respect and care for each individual on the team. Instead of being patronizing and entitled, set an example. If you want people to act with dignity, act with dignity; if you want them to focus on strategic initiatives, stay focused. If you want new managers to remain calm under pressure, stay calm under pressure (and don't interpret others' calmness as indifference or disregard). Ask yourself this question: "If everyone in this organization was like me, what would this place be like?" Then, inspired by Gandhi, BE the change you WANT to SEE.
- Be clear -The advice to be clear is particularly important in management. Say exactly what you mean, leave no room for guesswork and check that what people hear matches what you want to say. Ask others to repeat what you say in their own words. Be patient if something has been overlooked. If you lose your temper, your people will learn to pretend to understand what you are saying just to avoid unpleasantness.
- Be concise - With claritycomes brevity. Never use seven words for something you can explain in five. Brevity, directness, relevance of observations, suggestions and questions increase the clarity and memorability of what you say.
- Describe, don't criticize-Whengiving feedbackto others, describe the situation in terms of desired outcomes rather than focusing on character flaws and personal style elements. For example, there is little value in criticizing personal shortcomings or commenting on great communication skills. Therefore, such generalizations and criticisms are useless.
- Ask, not tell -There are few things more infuriating thansomeonetelling you what to do, what to think, what to believe. Instead, ask the right questions, especially how your employees perceive themselves. Ask how they would like to develop themselves as a leader or manager, what would be good to learn, what behaviors could be improved. By encouraging honest, two-way communication, you allow others to form opinions independently. This fosters self-awareness and creates a platform for new conversations about improvement.
These five tips for delivering effective executive coaching help us as leaders and coaches to enable others to contribute their best to the organization.
Which of these five tricks do you find most useful? What other metrics do you use as a manager to measure the effectiveness of executive coaching?