Posted by: Holly Katko
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Posted by: Holly Katko
In the Management Arena, my definition of coaching is to help create an environment that will give your employees an opportunity to grow, develop, and pursue new goals. This is accomplished in collaboration with the goals of the organization and setting the level of leadership.
The steps in coaching are as follows:
Coaching means the ability to work together. Instead of telling your employees what to do and how to do it, ask them. The more you involve them in decisions and give them the opportunity to take ownership of the coaching matter, the more success you and your employee will have.
If you have a coaching matter, acknowledge it with your employee. Do not scoot it under the rug and hope it goes away. Acknowledge that it exists and help your employee get to the next level in their lives by providing the structure necessary for them to excel.
As a Manager or employer, it is your responsibility to coach your people to excel in their position. It is your employee’s responsibility to take what you coach and implement it immediately. Ensure timelines are set and goals are achieved that are measurable and achievable.
Keep your employees engaged. Coaching is not a one-time event. It is a process that is put into place until it’s completion and new habits are formed. Engage your employees in the process and have fun with it!
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1. Understand yourself first before you manage others
2. Understand your staff next before you provide direction
3. Understand AND set strong S.M.A.R.T. Goals
Specific Measurable Attainable Realistic Timely
Setting goals and expectations for your staff is critical. I recommend using the SMART goal technique to ensure the goals you are setting meet all of the above criteria. Only set 3 goals at a time. Why? Because if you set too many at once – number you won’t be able to keep track of their progress and secondly the employee will feel overwhelmed by trying to achieve too many goals. Set goals and move forward to ensure strong leadership. Goals setting is part of the plan from the moment you become a manager. This will help you and your employees to remain focused and keep the end result in mind at all times.
Remember a Leader Inspires, Communicates and Facilitates – be the just right leader and your staff will give you the empowerment and respect you deserve!
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1. Understand yourself first before you manage others
2. Understand your staff next before you provide direction
3. Understand AND set strong S.M.A.R.T. Goals
I like to survey my staff to fully become aware of their type of personalities, their strengths and where they want to be within the organization.
What empowers them and makes them want to get out of bed in the morning. What can I do to help them get to the next level in their lives?
What are their personality traits and how do they receive and analyze information? How can I work to provide the information they need to be successful be fulfilled in their duties.
Where are they in their learning process? Have they just begun their position and need a lot of direction? Or have they been in their position for a while and are feeling relatively confident about their position but not feeling as committed about the position. If so, how can I provide them guidance and also increase their dedication to the position and the company?
This is second of three steps to Great Leadership.
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1. Understand yourself first before you manage others
2. Understand your staff next before you provide direction
3. Understand AND set strong S.M.A.R.T. Goals
So many times as new managers we are promoted into a position because of our excellent performance in another area. What we don’t understand is how to be a leader of the team.
The great thing is that you may have developed a level of respect and empowerment while working on the team. The bad thing is now you are changing roles and you will need to work hard to keep that respect going at a different level. Management is all about mutual respect, helping to guide your people and delivering on your promises.
In understanding yourself first analyze what kind of manager you are or aspire to be. There are those that are managers and not leaders, which mean you, manage and dictate by force instead of listening to your team. There are those who are extremely nice – in fact so nice that everyone steps all over them and they are not able to obtain goals because they are afraid to enforce the rules.
And then there are those that are just right. Willing and able to share their experience and work side-by-side with the employees to ensure they understand the position and understand when improvement is needed.
Which type of manager are you? Which style would you like to be? Hopefully the just “right manager”!
This is first of three steps to Great Leadership.
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