My mentor taught me about the importance of team spirit. He explained how a team with “average” skills can produce extraordinary results by creating the right culture and having an exciting vision. His mentor taught me how important it was to have regular conversations with my team members in order to create trust, encourage risk-taking, and establish accountability. To this day I try to be a leader who inspires my team.
You have the power to influence your team as a leader. It's not easy. You don't have enough time. Your targets are high. And you might even have to deal with difficult team members. It is also rewarding. It's rewarding not only in terms of job satisfaction and personal fulfillment, but also for the overall performance of your team.
People thrive when they are given the chance to learn and grow. You can help your team members realize their potential by adopting a coaching mentality. You can help your team realize their potential by adopting a coaching mentality and approach.
Experts share their top tips for how to be a better coach.
When to Let Go
Managers are used to giving direction and approval. They will not be able to learn skills and become more proactive if they are constantly in control of every decision. They learn to “follow the boss” rather than take control of their work.
Your work process should clearly define the tasks that can be assigned at what level and when they should be escalated. Give clear deadlines, information, or resources. Set milestones if necessary to give them a sense of accomplishment . You can also check on their quality work.
Learn to Ask, Not Tell
Employees running to the office complaining about work delays or conflicts are something we all know. Employees will run to our office to seek advice, or just complain. These “stressful” situations can be turned into coaching opportunities. Our GROW approach is a great way to get started:
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(G)OAL. Ask them: “How can you help me?” After our talk, what do you want to accomplish/answer?
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(R)EALITY. Find out the facts. Explaining the problem can help employees understand the root cause and how it was caused. This is a powerful lesson already!
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(O)POTENTIAL. Encourage your employees to list down their options. It is important to maintain a positive attitude and tone. If you are calm and positive, your employees will follow your lead and adopt a problem-solving mindset.
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(W)HAT'S THE NEXT. Make a practical action plan together. You should set deadlines, identify people who can help, refine processes and re-calibrate your expectations.
Your employees will be more engaged in the solution and can take responsibility for their actions. You can adapt the coaching mentality to show employees the bigger and more important business consequences and what they could do in the future. As The GROW Approach helps employees take responsibility for tasks, it can also help them to take ownership of their roles and impact on the company.
Schedule regular one-on-one meetings
Feedback can be limited to annual performance appraisals and team meetings in a fast-paced environment. You can't coach people you don't know or see. This puts everyone at risk. This makes it seem like you are always trying to put out fires, and you only hear about problems when they have already become major problems. Management is constantly setting high standards, but doesn't give support or resources to employees. This leaves them feeling abandoned and misunderstood.
You can avoid this by scheduling regular, one-on-one meetings for each member of your staff. This is easier than you think! You can have a cup of coffee with them. You can also set aside 30 minutes each day to have a chat at the office. Ask them about their tasks and challenges. Also, ask what's happening at home. This can help them feel valued and also allow you to get to know their personalities and work styles. It's a great way for managers to gain valuable insight into their management.
Give both positive and negative feedback
Feedback is the key to coaching. Think about your favorite teacher. These teachers weren't only nice and gave endless praise, but they also pointed out areas where you could improve. It's how they did it that makes the difference. Did they make notes on your test papers or not? Are they able to call you in their office for a private talk? Did they tell you, “I think that you can do better!” and then invite you to meet more often so that you could catch up on your work? They were the first to tell you success when you succeeded. You were a strong person, I knew it was possible!
This can be used in your workplace meetings. It doesn't have to be about giving out stickers or stamps, although that would be fun! Remember that you're working with people and not targets. Team members with the wrong skills, processes, or team dynamics are behind every failed deadline and failed project. You should be able to communicate with them often, listen to them and test solutions together.
This is not a “shortcut”. Feedback is communication, commitment and constancy. “We will all cooperate to create an environment that allows us all to succeed.”
Harness the Power Of Digital
Grow is a platform for leadership development that allows you to easily discuss and connect with your team members, establish goals, and provide feedback while you work together to reach them. It offers a safe place for team members to collaborate and support one another while also having access to expertly curated resources that will help them achieve their development goals.
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Rudi Ramin originally published this article on LinkedIn
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By: Kiss Tañedo
Title: How To Be A Better Coach At Work
Sourced From: grow360.com/blog/how-to-be-a-better-coach-at-work
Published Date: Tue, 12 May 2020 01:09:00 +0000
Did you miss our previous article…
https://internetlib.org/how-to-create-a-modern-conversational-strategy-for-growth/