As you progress throughout your career and begin to transition into leadership roles, one thing becomes abundantly clear, it’s not about you. It’s about the performance of your team, and the organisation.
In today’s business environment, coaching plays a vital role due to a greater appreciation of the value of an organisation’s knowledge and human capital. To achieve critical results and remain competitive, organisations see coaching not only as a means to shape individual performance but also, increasingly, as a means to build broader organisational capacity.
Because of this, coaching needs to be seen as a type of investment in the knowledge capital of the organisation, and that employees are like a portfolio of talent in which the manager needs to invest time and energy. Through coaching, managers help each employee focus on developing those capabilities that will contribute most to both individual and organisational success.
The Wisdom of Coaching
Leadership requires many different traits to be effective. Among them are vision, empathy, communication and innovation.
None are as important for the future of a business as coaching.
Creating an environment where employees can learn and use their abilities to the fullest is important not only for the current state of an organisation, but also the future. Talented employees who achieve at a lower level often will be the ones to rise and take on leadership roles themselves one day.
Getting employees there requires proper coaching. The goals to do so can be broken down into four main areas.
True Dialogue and Honest Feedback
While leaders need to be mindful of all their words and actions – and how they might affect employees – they also should realise nothing has impact quite like one-on-one communication. Giving feedback to employees is vital to an organisation because it can improve performance and the company’s bottom line.
To make such feedback effective, leaders and managers should keep in mind issues such as genuinely listening, collaborating with employees on finding solutions to issues and working to link goals with the employee’s personality makeup and psychological needs. The overarching goal is to get an employee sufficiently motivated to achieve results.
Giving Deserved Recognition
People often use sports as an analogy for business or even life. There’s an obvious reason behind this that goes beyond working together as a team, planning properly and supporting one another: If you do well in sports, you win something. Everyone knows this. Millions wouldn’t buy tickets to games or go see sports-related movies if there wasn’t a payoff in the end.
While you don’t need to make your company’s version of the Lombardi Trophy or Stanley Cup, smart leaders offer incentives to employees who accomplish agreed-upon goals. This can range from bonus pay to gift cards and prime parking spots – but it’s important to be careful how rewards are chosen. The process should be transparent, simple and fair.
Finding Talent In Others
Another key component to good coaching is identifying talents in others and properly leveraging them to better the company and the employee’s career. Finding and developing talent is one of the most important jobs a leader takes on – the very future of the organisation depends on it.
Creating a Motivational Workplace
The bottom line for most employees is that they want to use their abilities to the fullest, connect with coworkers and achieve a level of autonomy so they can direct their own efforts. Providing a workplace that can help employees achieve those goals is an important part of coaching.
But doing so requires focused, intelligent effort that creates job satisfaction, trust, learning opportunities and the freedom to be creative.
Focusing on these issues can lead to better coaching within your workplace and a motivated, satisfied staff who one day will be ready to step up and take on a wider range of organisational responsibilities. Nothing else a leader does has such a lasting impact.
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