Using Coaching with your Team
When you are the boss, with the power to set someone’s performance rating it’s important to recognise the impact this has when you are attempting to coach your team. Everyone wants to look good to the ir manager and this affects the degree to which they are willing to open up on areas they want to make progress on.
For managers to be effective in developing their team using coaching, they need to be able to separate out in their own mind the different roles and responsibilities they have within the company – and have their team recognise them as separate.
A manager’s different roles
- Manager – charged with the smooth running of your department, as well as meeting business targets
- Performance Manager – responsible for setting objectives and developing the skills and abilities of your staff
- Motivator – getting the best from people, creating an environment that helps keep them committed to the job
- Delegator – cultivating excellence in delegation will encourage your staff to grow and make it possible for you to take the next step up the corporate ladder
- Mentor – if you worked your way up you’ll be able to share your expertise and experience to help those seeking to develop their own abilities
- Leader – executives are expected to be not just managers but also leaders, capable of developing and articulating a vision
- Team player – able to work harmoniously and effectively with others
- Coach – coaching is increasingly recognised as an essential management skill
The key to managing this balancing act is for the manager to act with integrity and to behave in a way that matches their inner beliefs about the individual needing to feel safe enough to be completely open.
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