Coaching – it is the word so many organizations are using these days instead of managing. So what is the difference?
Coaching is a way to help your employees gain the confidence to overcome their obstacles, learn from mistakes, and get along with others themselves (among other benefits). Most executives know the importance of coaching and have life or leadership coaches because they too need to know how to coach employees, handle lack of confidence, or deal with their own stresses.
A simple step in starting this process is to realize we are all different. None of us are exactly the same (and I say that even though I have an identical twin sister). Everyone sees the world differently, has different experiences that shape how confident we may be, and everyone takes information in, in different ways. Keeping that all in mind, coaching is a way to have the employee figure out their own answer to their issues without unnecessary pressure or feeling anxious in talking with their manager.
Let’s take a common example – the employee who is always late for meetings. Normally you roll your eyes when they join you, tell them after the meeting that this was unacceptable or even worse, you chastise them for always being late in front of their peers. It hasn’t helped yet and they are late for another meeting. Now they are getting nervous around you and lack the confidence to talk to you about it.
Try this instead: determine why they are always late and help them overcome the obstacles to being on time going forward. Here is a brief example:
Manager – Tara, do you have a moment for some feedback?
Tara – Yes, I do.
Manager – Wonderful, let’s go into my office.
I noticed that you have been late for the last couple of meetings. Is there anything holding you back from being on time?
Tara – Well, I walk past the lunchroom and there are always few people who need to ask me questions and before I know it several minutes have past and I am late.
Manager – How do you think you can change it so you can try to be on time?
Tara – I suppose I could go around the other side of the office and avoid the lunchroom.
Manager – Great! Do you think we could give that a try to see if it helps?
Tara – Sure.
You can see that the manager here is asking good questions to determine the root cause of the problem, allowing Tara to see the issue, and having her come up with her own solution. Employees who feel part of the solution, or create a solution, will feel more confident and less anxious about talking to you the next time something happens or they need assistance. This also creates an inclusive environment where they feel welcomed and heard which can lead (it’s a baby step) to creating a leader in your employee as well.
Try it next time one of your direct reports is late for a meeting.
Every leader needs a coach too. Contact me today via email at tara@twinlifecoaching.ca or find out more about our services at www.amplifyingleadership.ca (a division of www.twinlifecoaching.ca).
