Seven Ways Coaching-Managers Get Things Done
All managers get things done through people, the question is how.
7 ways coaching-managers get things done:
- Connect. Traditional managers believe business is relationships, except when it comes to their own team. Coaching-managers make work personal. Traditional managers use distance to instill fear.
- Choose many short interactions that make others feel powerful. Traditional managers call big, long meetings that make themselves feel powerful.
- Nurture curiosity. The difference between top down management and coaching management is an open mind.
- Define specific wins. Traditional managers push for “more” and “better.” Coaching-managers ask, what, specifically, can we do today? If you can’t see it being done, it doesn’t matter.
- Ignite energy. Traditional managers sap the life out of people. Coaching-managers help others find their spark. Success requires focused energy. The main source of energy is finding things you can do, rather than talking about things you can’t.
- Focus on people. Traditional managers focus on projects. Coaching-managers let the people doing the work – focus on getting things done. Success is always about people.
- Maximize strength and capacity. Traditional managers arrogantly believe they can fix people.
Bonus: Coaching-managers add “s” to words. What option(s) or solution(s) might we try? Traditional managers know the “right” thing to do.
10 contrasts between coaching-managers and traditional managers:
- Give authority vs. take authority.
- Partner vs. feel superior.
- Value people vs. value position.
- Enjoy the process vs. stress over control.
- Give abundant feedback vs. give instructions.
- Lift vs. pushes down.
- Release vs control.
- Invite and welcome feedback vs. doesn’t care what others think.
- Try stuff vs. fear failure and need perfection.
- Build on success vs. constantly solve problems. What’s working? How can we do more of that?
What behavior is most important for coaching-managers?
What would change if organizations chose a coaching-management style?