Great managers understand the importance of fostering open and honest relationships with their employees. This helps to motivate and engage them, creating a productive team. In this blog, we'll share 12 rules for mastering employee coaching and creating a successful team. The first step is to create a culture where 360-degree feedback is the norm.
This encourages an ongoing dialogue between employees at all levels of the organization, giving them the opportunity to be heard. Training employees is essential for creating and maintaining a self-motivated workforce. It may take longer initially, but the results are worth it. Training can either be to improve performance or to teach a new process or topic.
Research suggests that training leaders on how to be coaches can be beneficial, but only if you start by defining “training” and leaving room for self-reflection and feedback. Learning experiences should include “real world examples” of training opportunities and scenarios to help managers practice key training conversations. Establishing Trust Trust is essential in any coaching relationship; when employees receive ongoing support from someone they trust, they develop the psychological security needed to honestly reflect on what drives and inhibits their performance. Continuous and committed training has been a basic expectation of sports coaches for years, but it is a relatively new change for many organizations.
This requires a fundamental reinvention of performance management strategies and philosophy. The capacity and training of a coach are just as important as the development of the person receiving the training. This way, your coaching focuses less on what you think and reinforces the culture you want in your organization. If the coach appeals to the player's background, they can speak their language and motivate them better.
Organizations should also consider creating networks of peer managers to support each other, share ideas, and continue to develop their skills as they begin to train their employees. Or, join us for training in conversational skills and help expand a coaching culture throughout your organization. With the support of their trust-based coach, employees understand that even if they fail to try something new or difficult, their coach will still be there to help them take advantage of the failure as an opportunity for learning and personal growth, rather than using that failure as a club during their next performance evaluation. The problem is that leaders are held responsible for the development of others, but few are taught training skills or know effective ways to train others.
To reinforce the development of training capacity and clarify the expectations of coaches, talent leaders must consider how to create responsibility in training.