1. Ensure you fully understand what coaching
Many managers don't exactly know what coaching is and
how it can benefit them, their employees and the company. It
is essential that a manager knows the distinctions between
coaching and training, counseling and therapy.
your beliefs about people.
If your beliefs about people are that they are there just to do
a job and that given any freedom, people will not work, then
think again! A good coaching manager's beliefs around
people are exactly the opposite in that they believe that
people are great and each person has huge potential.
3. Undergo suitable training.
Coaches are not generated as a result of a one or two day
or even week long course! Coaching effectively takes time
and practice. Courses that offer follow up options
are most effective. Always check what
the course content entails, the duration of the
course and the skill levels and experience of the trainer
coaches. (See RealTime Coaching™)
4. Get your own coach.
The best form of follow up to any training course is to have your
coach or arrange good peer
coaches. The best coaches are
also the ones
who have been effectively coached themselves.
Training courses alone do not produce superior coaches.
Often it is helpful to have someone to assist you in bridging the
gap between knowing and doing.
5. Get support from your own boss.
Some managers do not even start to coach because their boss doesn't.
Some senior managers are not convinced of the benefits of coaching
and if this is the case, you have to convince them that there are
numerous benefits. Once they are on your side you can then start
to put time aside to coach. Today many progressive organizations
strive for a coaching culture.
6. Manage your team's expectations.
If you have been the traditional "do as I say" manager, and
then suddenly you begin to put time aside, and to listen
and question, won't that seem a bit strange to the team? Is
there a hidden agenda? Be up front with them. Tell them
what is going to happen and tell them the reasons
why - coaching is wonderful!
7. Manage your time effectively.
Although coaching can be done in short sharp bursts, there
are times when longer periods are needed to coach
members of the team. This requires dedicated time, and this
must be built in to the manager's schedule. Managers need to be
able to put time aside for coaching and to ensure they keep
that time, not let other less important tasks get in the road.
8. Know when and when not to coach.
A new manager keen to coach can sometimes try to coach
a team member when that is not the intervention that is
actually needed. Managers should study the use of the
skill/will matrix (capability / motivation grid) to know what
intervention to use at what time.
9. Get regular feedback from peers, superiors
and those you are coaching.
The more quality feedback you get, the more chance you
have of building your coaching skills, your credibility, and
your team's results. (360 Feedback is often
10. Keep learning and developing your
Don't stop learning, once you have completed your initial
coaching program. Coaching is developing all the time.
Keep up to date with latest developments either through
your coach, or through the latest literature,
the Submitter. This piece was submitted by Allan Mackintosh,
Author of The Coaching Manager -A Manager's Guide to Coaching
Effectivel, Professional Management Coach, Author and Speaker,
who can be reached at firstname.lastname@example.org.
of the bulldog has been slanted backwards so that he can breathe
without letting go."
person who always follows the crowd will never be followed by
a crowd." -Anonymous
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