COACHING FOR SUCCESS
THERE HAS BEEN MUCH RESEARCH AND RECENT PRESS REGARDING THE EFFECTIVENESS OF COACHING IN THE WORKPLACE.
MANY MANAGERS WOULD LIKE TO SEE THEMSELVES AS COACHES, HOWEVER, THEY HAVE TOO OFTEN NOT FULLY UNDERSTOOD
THE PERFORMANCE RELATED, PSYCHOLOGICAL PRINCIPALS ON WHICH EFFECTIVE COACHING IS BASED.
Managers that truly have effective coaching skills produce
significantly better results. Employees who are being or have
been coached perform better and contribute innovatively to the
organisation. Where a coaching culture has been established
staff turnover is reduced, productivity is increased and employees
appear happier and more satisfied.
So what is coaching? We have all seen a sports coach in action,
be it on a football field or any other competitive arena. A lot of
coaches in sport are actually not true coaches; they are team
directors or trainers. As such they direct, they yell commands,
devise plays, pass on advice, advice usually based on their own
knowledge and experience. A true coach facilitates learning, is
self-aware, listens intently, questions and challenges a person.
They can direct, but only when appropriate, and they only use
their own experience and knowledge when they know it will
benefit their employees in moving forward.
While it may seem easier to simply tell employees what
to do, empowering and developing them through coaching
will allow each employee and the organisation to perform far
Manager Coaching skills are best developed in conjunction with
structured Leadership Development programs and should first
of all focus on building interpersonal relationship skills.
Results Coaching is based on a number of underlying principles.
It supports people to come up with their own answers rather
than directing or advising. It focuses on solutions giving a
very different result to taking apart the problem. It is a way
of delivering encouragement and belief in people that really
moves them forward. Coaching is effective because it provides
a step-by-step systematic approach that slowly produces
People perform at their best when they are appropriately
challenged. Too much pressure can cause stress, too little
produces boredom. But how much is just right? Many people
do not challenge themselves. An effective coach focuses on
empowering the individual to develop their own answers,
maintain a firm focus on solutions and then challenges them
to be the best they can be.
The coach function is to bring out the best in people through
a process of setting goals, developing strategies, maintaining
momentum, providing accountability, keeping the focus on the
big picture, building on strengths and reducing weaknesses
while delivering honest feedback and support.
To become an effective coach a manager needs to also maintain
a focus on the business strategy and outcomes, increase their
competence in the processes which transform teams and
organisations and be aware of the underlying factors that can
derail the coaching process.
For further information visit www.conduitoutcomes.com