This weeks tip is taken from our Manager’s Introduction To Coaching course. Download this article from here.
Do you recognise this?
You have too much to do - meetings, conversations, e-mail, etc. You really do not have the time to train others up, so you find it difficult to delegate as much as you would like. So you have too much to do and so on. It’s a vicious cycle that can leave you stressed and operating at a level lower than you ought to be.
How do you break this cycle?
The solution has to lie in maximising the potential and ability of your people; but if you are too busy, how do you find the time to do this?
Coaching is a management behaviour and attitude that allows you to break this cycle and develop your people on the job. It is rooted in practical reality and although it has a strong theoretical basis, involves almost no theory in day-to-day use. We it an attitude because to use coaching effectively, you may have to reconsider your approach to other people and their skills, strengths, ideas and ability.
What’s in it for me? - the benefits of coaching
More time for yourself.
Expert coaches find that investing 10 minutes with someone now saves them an hour next week, and the week after, and so on.
Improved interpersonal skills.
Managers who coach find they have acquired a useful life skill that they can use anywhere.
As you become a better coach people will seek you out and want to work with you.
Helps you to know yourself.
Coaching acts by raising awareness and this can help your own personal development.
Can be done in small doses.
Although we recommend setting time aside for coaching others, you’ll find that even five minutes will yield results.
People perform better when they feel good about themselves. Being coached well is a very positive experience.
What is coaching? - definitions and description
Coaching is about:
The manager who becomes an expert coach is someone who operates at the opposite end from command and control. Coaching is based on the principle that you can never really teach a person something; they must learn it for themselves. By using effective questions, giving positive feedback and choosing the appropriate communication style a manager can create a team who are more aware of how they do things and willing to take responsibility for their own performance.
So, how do you start then?
Well, one way to start is to think about what you believe about people. Here are some the beliefs about people that you find in expert coaches. How do they compare with what you believe?
Coaching is not about being a hippy or a soft manager. It’s an approach you take that delivers real personal and corporate benefits.
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