Each day, leaders spanning the globe are discovering the positive
impact that coaching employees can have on their organization (and bottom
line). Managers are discarding outdated notions of being ‘the boss’ and
instead, they are creating an increasingly nurturing environment by offering
support and regular feedback to their employees.
Not only is this an approach
that employees want (dare say desire), it is also proven to be one of the best
ways to improve individual and collective performance (Entrepreneur).
Read on to find out more about
the role coaching plays in developing your employees and improving your
organization’s performance, and learn how you can incorporate coaching into your
day-to-day operations.
What is coaching?
A coach is someone who helps another person (or group of people)
improve, grow and enhance their level of effectiveness in their personal life,
professional life, or both.
This is largely done by
creating a dialogue that leads to awareness, assessment, and action steps.
Coaching in the workplace is the practice of equipping your workforce with the
tools, knowledge, and opportunities they need to be the best version of their
professional selves.
An effective coach is someone
who assists an individual on their path to improvement, usually with regards to
a specific work function or responsibility, by listening, supporting,
motivating, encouraging and teaching them (Forbes). The goal of coaching employees
is to help the employee to discover for themselves the ways that their attitude
or approach may be limiting their success. Identification of these things will
enable the employee to take action to move the needle in the right direction.
Coaching for managers and
leaders works in much the same way. And if you think that as a manager or
leader you don’t need a coach or coaching, you need to chisel that chip off of
your shoulders. After all, even the best athletes, actors, and CEOs have
coaches and continually work on self-improvement.
Managers are critical to the
success of any business, yet often managers are not equipped with the skills
they need to get the best results from their team. Coaching can help managers
in areas such as developing self-awareness, whilst also encouraging knowledge
transfer and enabling them to support their own workforce.
The benefits of coaching
employees
There are many benefits to coaching your employees. Coaching can
lead to improved learning, increasingly efficient work output, a positive shift
in culture, improved morale, increased creativity greater adaptability to change
and improving employee retention (Forbes).
Coaching employees could also
help you retain your workforce by improving their overall work experience.
Coaching employees can improve factors such as employee performance,
productivity, job satisfaction and general happiness. Combined, these factors
lead to better employee retention.
Empower employees to become
more self-reliant
Coaching your employees is a great way to encourage them to look
for the answers to their questions before reaching out to a senior team member.
Empowering your employees to become more self-reliant will boost their
confidence and initiative, leading to a more self-sufficient way of working (Kent State University). This will save
you valuable time that could be spent more productively.
Communicate more openly and
effectively
In taking the time to open up a one-on-one dialogue with your
employees, you are giving them the opportunity to express themselves. This can
require dedication and patience, but a good coach can gain useful insight
through communicating with their employees. By opening up a dialogue, coaches
can break down barriers, enabling employees to communicate more effectively and
honestly (Wright State University College of Business).
Value and Confidence Lead to
Greater Contributions
Coaching your employees often helps them feel valued and more
confident. When employees feel this way, they are more likely to offer a
contribution to the rest of the team. This results in a more proactive,
productive and positive working environment for everyone.
Enhanced Productivity and Focus
A productive workplace is built on the foundations of teamwork,
combined with a shared vision of what the organization is striving to achieve.
Coaching can help employees feel a more robust sense of this shared vision.
When employees and leaders feel this way, they are inclined to give more of
themselves to the role.
Support and Encouragement
Coaching your employees is a great way to show care and support
for them. Supported employees are more likely to feel happy and secure in their
role, reducing the likelihood of them looking elsewhere for work.
Improved Confidence Shines
Through in Deliverables
No matter how skilled your employees are, if they lack confidence,
chances are they aren’t performing as well as they could be. Employees who are
lacking in confidence can also require more of your attention. Building
confidence can take time and energy but the benefits are worth it. Confident
employees are more likely to deliver a long-term impact for you, your team and
for themselves.
Bolstered Job Satisfaction,
Retention and Quality
When your employees are feeling more confident, empowered and
supported, they are more likely to feel greater satisfaction in both their job
and their personal life. Employees who are satisfied in their role are more
likely to stay there longer (Institute of Coaching).
Coaching employees to prevent
major performance issues
Coaching employees can also help to navigate major performance
issues before they arise. By speaking to and learning more about your
employees, you can identify potential issues before they become a problem. By
helping employees to learn skills such as self-awareness and self-analysis, you
are also giving them the tools to identify potential performance issues
themselves and take steps to rectify them. This can avoid costly and
time-consuming issues later on.
The importance of coaching for
managers
Many companies make the mistake of reserving coaching for their
most senior staff members and forget to coach mid-level managers and potential
future leaders. Coaching mid-level managers or potential future leaders in the
organization can help companies retain their top talent and meet business
objectives well into the future. Coaching skills don’t come naturally to every
manager and this skill gap can quickly impact team morale when a team member is
promoted. By identifying and coaching the employees who are most likely to
become leaders, you are paving the way for a more satisfied and collaborative future
workforce (Harvard Business Review).
Your employees want a coach,
not a manager!
Many companies are embracing an employee-orientated approach to working
with their people and recognizing the benefits of shifting towards this model.
They are focusing on coaching and supporting their employees to improve their
performance. Coaching for managers can be the difference between gaining
compliance from your employees and gaining real commitment.
It is important to remember
that employee coaching doesn’t just benefit the individual. Moving towards a
more employee-oriented approach can benefit the whole organization, making
coaching one of the best investments you can make for your business. For more
information on how coaching can help you to develop your employees, please get
in touch.
Let’s share experiences. Leave a comment below, send me an email,
or find me on Twitter.
0 comments:
Post a Comment