Organizations Win When They Use a Coaching Management Style
Fifty-one percent of employed adults in the U.S. admit they are either actively looking for new jobs or are keeping an eye out for new job opportunities. This Gallup statistic points to the growing competition for talent and the lack of worker loyalty.
- They don’t like their boss
- They don’t feel challenged
- They don’t feel valued
- They don’t feel like they’re developing professionally
If you’re a manager, your direct interactions with employees put you in a perfect position to change these negatives and turn the tide of employee retention.
Does your management style make employees feel challenged, valued and that they’re growing?
Coaching is one management style that can help. While not a new approach, there are misconceptions that may have kept you from exploring or using it.
What is a coaching management style?
As a busy manager, it’s easy to settle into a routine of simply telling employees what to do and how to do it. And for your newest hires, that might be appropriate. But for more experienced workers, this authoritative management style can be confining.
Coaching employees is a sophisticated technique. To work, you must know your employees well and have a strong boss-employee relationship. Contrary to some common misconceptions, it doesn’t mean that a boss is hands off. And it doesn’t mean that an employee can do whatever he or she wishes.
Instead, it is a more consultative management style based on trust and a shared understanding of what’s expected and how to get there. Managers using this style recognize each employee’s unique strengths and abilities and put them to best use. Capable employees contribute ideas, stretch their abilities, and find solutions, theoretically building their confidence and motivation.
Here are some key coaching components:
- Give direction and set goals together—Rather than simply assigning a project, help your employees understand the big picture and how the assignment fits in. At the outset, employees contribute ideas, are involved in the planning and have the freedom to try new things, learning new skills as they go.
- Open the way for employee decision making and growth—As the project progresses, there should be continuous communication and feedback. Look to your employees to problem solve and allow for mistakes in the interest of learning. Act as a sounding board and ask questions that challenge the employee’s thinking and encourage development.
- Remove obstacles when necessary—Continue to ask questions as the project evolves. When necessary, get involved by helping to provide additional resources or overcoming obstacles or people that get in the employee’s way. Allow employees to tackle these obstacles on their own when possible.
Coaching is a management style that helps build employee confidence, competence and motivation. It takes an individual employee’s strengths into account and gives them more autonomy and opportunities for growth and development. By showing your team that you value and trust them, you inspire them to do their best … and build a more loyal team.