Coaching Style
Primary Objective: Long-term professional development of employees
The primary objective of the Coaching style is the long-term development of others. A manager using the Coaching style helps individuals identify their unique strengths and weaknesses. This typically involves sitting down with the employee and conducting a candid, mutual assessment of the employee's strengths and weaknesses in light of his or her aspirations. The manager helps the employee to establish a development plan, and provides ongoing support and feedback.
The Coaching style is most effective
when employees acknowledge a discrepancy between their current level of performance and where they ideally would like to be; and when employees are motivated to take initiative and seek professional development.
The Coaching style is least effective
when the manager lacks expertise; when employees require much direction and feedback; and when in crises.
Effectively Using the Coaching Style
To increase the Coaching style, try using the following:
Create development goals with employees. Have a candid conversation with your direct reports about their long term aspirations. Discuss the likelihood of those aspirations being met by the company.
Identify employee strengths and weaknesses. Take the time to help employees think through their strengths and areas of development. Give your perspective on how their strengths and weaknesses may enhance or block achieving their aspirations. This discussion will help them assess the appropriateness of their goals and aspirations.
Support the development plan. Determine how you will support the employee's development plan. Be clear on the kind of support you can offer and the role you and the employee will play in carrying out the plan.
Seek opportunities for your employees. Try to find or create opportunities to enhance the professional development of your employees. This could include the appropriate marketing of your staff’s capabilities, both inside and outside your own organisation.
Encourage improvement. Periodically review the progress of each of your employees and advise on any adjustments to their plans that are necessary or appropriate.
Primary Objective: Long-term professional development of employees
The primary objective of the Coaching style is the long-term development of others. A manager using the Coaching style helps individuals identify their unique strengths and weaknesses. This typically involves sitting down with the employee and conducting a candid, mutual assessment of the employee's strengths and weaknesses in light of his or her aspirations. The manager helps the employee to establish a development plan, and provides ongoing support and feedback.
The Coaching style is most effective
when employees acknowledge a discrepancy between their current level of performance and where they ideally would like to be; and when employees are motivated to take initiative and seek professional development.
The Coaching style is least effective
when the manager lacks expertise; when employees require much direction and feedback; and when in crises.
Effectively Using the Coaching Style
To increase the Coaching style, try using the following:
Create development goals with employees. Have a candid conversation with your direct reports about their long term aspirations. Discuss the likelihood of those aspirations being met by the company.
Identify employee strengths and weaknesses. Take the time to help employees think through their strengths and areas of development. Give your perspective on how their strengths and weaknesses may enhance or block achieving their aspirations. This discussion will help them assess the appropriateness of their goals and aspirations.
Support the development plan. Determine how you will support the employee's development plan. Be clear on the kind of support you can offer and the role you and the employee will play in carrying out the plan.
Seek opportunities for your employees. Try to find or create opportunities to enhance the professional development of your employees. This could include the appropriate marketing of your staff’s capabilities, both inside and outside your own organisation.
Encourage improvement. Periodically review the progress of each of your employees and advise on any adjustments to their plans that are necessary or appropriate.
