Stop squandering talent.
Boss less; coach more.
Research continues to show that nearly 7 out of 10 people are either passively or actively disengaged at work. (Gallup)
Coaching is an act of engagement that ignites, engages, and maximizes talent.
Coaching helps people:
- Engage in the process.
- Reflect on performance without feeling defensive.
- Feel hopeful about their future.
- Trust their managers, leaders, and themselves.
Moving toward a coaching management style:
- Commit to coaching as a strategy for developing talent and getting things done. One of the leaders I coach has a goal to dedicate over 50% of his time to coaching.
- Train management teams in coaching skills.
- Spend time assessing and understand your players. Great coaches know what makes people tick. Stop putting square pegs in round holes. They don’t like it.
- Expect people to own their own development. Engagement is both a top-down and bottom-up activity. The first quality of coachable employees is aspiration to be better.
- Create a systematic approach to coaching conversations. Try an acronym like PIT SIT’N.
- PROBLEM or POSSIBILITY. What are you trying to achieve or solve?
- IMAGINE things going perfectly. What does it look like? Draw a picture of success.
- What are you currently TRYING?
- What do you need to STOP? Motivated people often falsely believe that trying harder will magically make ineffective behaviors effective. Give it up.
- What IMPERFECT behaviors will move the ball down the field? Go for a first down, not a touchdown. Perfect as you go, not before you go.
- What specific behavior will you TRY this week? When? How?
- NEXT week lets discuss:
- What did you do?
- How did it work?
- What did you learn?
- What will you do next week to continue moving forward?
Coaching-managers engage, develop, and maximize talent.
What does coaching-management look like to you?
What are the positives and negatives of moving toward coaching-management?