Why do we need ‘Manager as Coach?
An opinion poll conducted by Gallup has found that 87% of employees worldwide are unmotivated, disengaged and under-performing.
In contrast, a highly engaged workforce is said to outperform their peers by 147% in earnings per share. The economic repercussions of having employees who do not feel committed to supporting a company’s goals are staggering.
Employee engagement – or rather the lack of – remains a key issue for employers. Nurturing your employees is a professional obligation, and not just for financial reasons.
Forbes published an article entitled ‘Four Key HR Trends To Watch’ In 2018. It highlights an expected shift of focus from ‘employee engagement’ to ‘employee experience’ encompassing employee engagement, culture and performance management.
What does this mean for companies and, above all, managers?
Positive employee experience
Creating a positive employee experience goes beyond focusing efforts on keeping employees engaged. The prerequisite is a work environment where employees are treated as internal customers, and where it is not assumed that an employee comes to work sufficiently equipped to do the job but where targeted help, nurture and support is provided.
Designing a successful customer experience requires a more nuanced understanding of client’s needs. In the same way, improving the employee experience within your organisation has to begin with a needs-based segmentation of a team, and the workforce in total.
As a manager, it is paramount that you know your employees’ needs, aspirations and capabilities, exactly and reliably. Only then can you further their professional growth appropriately, help them to reach their full potential and maximise organisational performance.
In an ever more technology-based and remote work environment, employees’ needs are changing and the personal relationship with managers, line managers in particular, becomes more important. This profoundly shapes the employee experience.
An employee’s life-cycle comprises various stages. These stretch from recruitment, onboarding, ongoing learning and development, rewards and recognition, to performance planning, feedback and review. Each stage offers opportunities for managers to create meaningful points of interaction with their employees.
This is a great responsibility to rest on a manager’s shoulders. Successful leaders develop their people, and use every encounter as an opportunity to evaluate and build self-confidence. But how?
Coaching as an effective leadership tool
Coaching is an effective leadership tool. It enables managers to cultivate their people’s abilities by demonstrating a genuine interest, understanding their aspirations, strengths and development needs, and through empowering them to find their own solutions. It can also be used to create meaningful feedback and development plans for your people.
The findings of the CIPD Learning and Development Survey show that internal coaching by line managers and peers is expected to rise by 65% by 2017.
Being unable to take on the role of a coach doesn’t make you a bad manager, but it means that you neglect a very effective tool for developing, engaging and retaining talent.
The Manager as Coach Workshop
It is under this background, that Predictive Advantage have launched the Manager as Coach Workshop (insert link to the relevant page on the Predictive Advantage website) which benefits greatly from decades of experience by its trainers as business leaders, executive coaches and mentors.
The Manager as Coach workshop will provide you with the necessary theoretical background and practical tools to become a coaching manager. When other possible approaches have failed, a coaching manager can help with clearing blockages.
This one-day workshop is designed to help you evaluate and develop your coaching skills. It also introduces methods to design and implement coaching strategies for your people. Being able to pull and adapt the essential coaching skills of listening, asking effective questions, and providing appropriate feedback from your managerial toolkit, makes it an essential part of creating that all important positive employee experience.
Coaching doesn’t have to take a great deal of your time. If you invest five per cent of your energy and focus on coaching your people, you will yield healthy returns.
The workshop will help all managers, but particularly line managers, to understand the benefits of coaching, how it can enhance your leadership skills, and how it can be applied effectively in the workplace. It provides the opportunity to learn essential coaching skills and practice them in a safe learning environment. It offers an introduction to practical coaching tools, resources and practical tips.
Helping others to be more successful is one of the key roles of a manager. This notion lies at the very heart of coaching and has to be the biggest reward for any manager.
Coaching is an activity that enhances overall organisational performance by helping your people identify, understand, and leverage their strengths to achieve results. It equips people with the tools, knowledge and opportunities they need to develop themselves, become more effective, and contribute fully to the success of the organisation. This can only enhance the employee experience, improve employee engagement, and make you a better manager.