Coaching - Management Made Easy

What new style of management is replacing the old ‘command and control’ autocratic method? Managers, business owners and leaders are discovering that the acquisition of coaching skills is an effective way of meeting the needs of business today. They now realise that telling people what to do, whether directly or indirectly, often doesn’t produce the results they want. When coaching is added to the process, employees are fully encouraged to solve their own problems and they can maximise their own effectiveness. When people are being more effective this in turn leads to greater business efficiency. Isn’t this one of the results you want?

The manager as a coach may appear to be a ‘softer’ approach but it is potentially much stronger. By using coaching skills, you can be a catalyst to create teams that work together, enabling them to move towards the same goals instead of competing with each other. Imagine what it would be like to have everyone in your business pulling together, thereby enhancing their performance. It may be a truism to say that ‘people work better when they’re happy’. Yet I’m sure you’ve seen how destructive it can be when there is conflict. Although this conflict may only appear minor and can be pushed to one side temporarily, at some point it will rear its head and your team or business will then suffer because of this.

The best way to understand coaching is to experience it. Let’s have a look at this in practice.

Bill is managing a project, part of which involves Jack writing a technical document which has a tight deadline. Bill, using his coaching skills as a manager, has a meeting with Jack and starts the conversation by establishing the focus. “Jack, as you’re aware, this technical document you’re writing has a tight deadline and I want to see how we can ensure this is achieved. What does this involve for you?” Jack responds ”Well, I need technical information from Department X and I need to make sure I have sufficient time.” “Great, Jack” says Bill “and what else might you need to consider?” Jack lists a few more things which need to be done. Once they have all the actions laid out, Bill as a coach seeks to remove any potential obstacles. “Jack, what might prevent you reaching this deadline?” Jack, a little surprised by this question, thinks… “Mmm, I hadn’t thought of that but since you’re asking, perhaps, having too many other tasks to do at the same time”. Bill now works with Jack to delegate some of these tasks and prioritise others. At the end of the conversation Bill took a few minutes to review with Jack what had been said and agreed. Jack went away feeling as if this deadline was now very achievable.

If you’re thinking of adding coaching skills to your current role, I encourage you to work with your own coach to develop these skills. I’ve often heard “These ideas sound good today, but they tend to dwindle until the next fad comes along.” What is often missing is having a coach to work with you, keeping the coaching skills implemented in the work place, following through on your actions and holding pre and post coaching reviews.