Looks pretty good right? This is the percentage difference between an engaged and a disengaged employee.
Effective coaching is a great way of keeping employees engaged. This article will give you some essential tips on how to coach your team to get the best results.
The workforce is changing. Think about the team you lead. Chances are the people you lead are highly skilled in their profession. Their talent and knowledge is the reason they were hired. They are ambitious and show no hesitation to take their career into their own hands, and therefore are highly mobile. The challenge for business leaders today is to motivate, develop and retain their talent, in order to remain competitive.
Keeping these talents engaged takes more than just managing their work. Managers need to be able to coach and develop each individual.
In fact, coaching has been identified as such a powerful tool for managers that the American financial giant – Wells Fargo announced all their managers are expected to dedicate fully, two-thirds of their time to coaching their staff.2
It is important to know the difference between managing and coaching, and when each approach should be used. The tables below list some of the key differences, and their potential application.
These are some of the golden rules of coaching. Keep these in mind when you are planning your next coaching session.
The only way for coaching to be successful is for the employee to feel comfortable enough to discuss every aspect of an issue or challenge with you. Some of the challenges employees face may be multi-faceted, and involve personal problems or private information.
To get the most out of a coaching session, there should be a lot of relaxed conversation. Try and avoid following a set agenda, which could disrupt the flow of the session. Instead agree on a set goal for the session with your employee. During the session, the employee should be free to talk about any surrounding issues. Your role is to guide the direction of the conversation to arrive at the agreed goal.
The job of a coach is to ask the right questions to help the employee arrive at their own conclusions. This is a powerful way to help people develop. The outcomes from this will motivate people and commit them to action.
Being an effective coach really pays for the organisation. Your team will be more dedicated to their work, and be motivated to achieve even more. Becoming an expert coach takes practice. Having the right tools for the job can help you plan and track your coaching conversations.
It’s handy if you can have a central place to record your coaching conversations and any action items that arise from them such as development activities. Check out our performance management system which includes some great coaching tools.
How to give feedback like a pro
A critical component for every kind of manager is being able to give feedback.
Whether you need 360 degree feedback for a leadership development program or you are looking for a tool to integrate into your Performance Appraisal process, we have a solution for you.
