Managers and supervisors that are too wrapped up with administrative tasks are neglecting valuable opportunities to coach and mentor employees. However, our findings show that people delegated to positions of authority often do not have the skills necessary to be competent leaders in the first place.
According to our recent labor productivity report, almost 41% percent of the companies we surveyed believed their managers were not qualified, yet 60% of them continued to drive employee training initiatives.
Changing the mindset is often the first step to transform managers and supervisors into effective coaches. Here are four points to consider when motivating your soon-to-be coaching staff:
- Emphasis on business goals -- Stress coaching as a primary vehicle to move the company forward. Making time to coach employees becomes a top priority.
- Investing in the success of others -- Involves using the right tools and resources to help people reach their full potential. Employee development is considered a major responsibility in the eyes of a coaching manager.
- Be inquisitive -- Recognizing the value of employee opinions by asking them questions about current challenges, potential solutions, etc.
- The power of human connection -- Building an element of trust is essential. It requires putting yourself in another person's shoes and adopting a coaching style that meets the unique needs of the individual.
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