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employee coaching

3 Good Reasons for Employee Coaching

 

Employee coaching is one of the best investments you as a manager can make into your team.

 

Great leaders focus their time and efforts on developing their teams. The reason is simple. It is to ensure that the team is highly effective and self-motivated, and every team member reaches their maximum potential. The most common way is employee coaching.

 

More than 70% of people benefit from coaching through better work performance, relationships and more effective communication skill.

 

Employee coaching is all about helping your team to grow by figuring out what each team member needs to perform well and supporting them on the way to achieving this. This is done through thoughtful questioning, active listening, and constructive feedback.

 

Initially, it will take time through regular catch-ups and coaching sessions; however, as the employee develops they will need less and less help. This will allow you to free up your time and give you the good feeling that your team will only need your help when necessary.

 

At the beginning of my people management journey, I did not invest enough time in my team. When they came to me with problems I rather solved them myself because it was quicker than helping my team member through the process. Through this, I became a bottleneck to my team and demotivated the team in the process. Once I had recognized that I started weekly operational meetings and 1:1's where I use a coaching-style approach to support the team in finding solutions for their daily work activities. It took the better part of a year; however, I start now to see the benefits, including positive feedback from outside teams.

 

I would love to see you benefit from this too. Therefore, this post is all about employee coaching.

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3 Key Considerations for Employee Coaching

coaching and mentoring

 

1. Not All Team Members Are the Same

One size fits all works, isn’t it? It doesn’t.

 

Every team member will have very specific coaching needs. These will depend on their style and likely all will be in different development stages. And that is okay. You as the manager need to work with that to realize the benefits of employee coaching for your employee, team, and yourself.

 

For many, it is hard to comprehend that people view the world through different lenses and their styles will lead to different approaches. You will need to stay open for that in employee coaching to keep the team motivated. Surely, you will also learn in the process that the same results can be achieved in a multitude of ways.

 

The big benefit for you as a manager in a coaching scenario is that you are in a passive role. You ask questions to help the employee through a thought process. Meaning you will spend a lot of time listening to their responses which should take the majority of the session. Listen attentively and you will learn a lot about your team.

 

2. Help Your Team with Their Personal Development

One big goal as a manager should be to grow a team and then ensure that the team stays! Employees who are fulfilled at their work are less likely to leave their current employment.

 

A big motivator is  personal development. A manager can address this easily through employee development plans to achieve their personal career goals. These can be the goal to be promoted, reduce stress at work, learn a new skill, and many more. They are often very different between the team members.

 

Coaching is ideal for this because you support your team members to work towards a personal goal by giving them your time regularly. This shows support and interest.

 

3. Figure Out What Works for You and Your Team

There are different ways of coaching styles and techniques, which range from free and employee-determined discussions to coach-guided sessions with a predetermined outcome.

 

There is no right or wrong style and technique. You will need to figure out what your team needs and in which situation. For example:

 

Professional development: An employee needs to take ownership of their professional development beyond the requirements of their job role. Nonetheless, you as a manager can support your employee in creating a plan through coaching. In a scenario like this, you would ask open questions that lead the employee through a thought process of what they want to achieve, boundaries, required resources, and the like. This will help them create their unique development plan.

 

Work commitment: These involve time and content commitments. Don’t just tell your employees how to do things in a scenario like this, except for it is absolutely necessary. I rather use a coaching-style approach. I would spend time with the employee and help them to define a plan through a set of guided questions. If this session doesn’t yield a good enough plan and agreed-on actions from the employee you can still put on your manager’s hat and tell. In this case, I would just accept that the learning and self-reliance of the employee need more time and support.

 

Get accustomed to different types and styles of coaching, and use it where it is most beneficial to you.

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