Dr. Lois Frankel, keynote, motivational, and inspirational speaker, states the difference between a leader who secures the commitment from employees, and one who only gains compliance is coaching. The most effective leaders see themselves as being coaches and leaders, rather than managers or supervisors. But what makes leaders most effective being a coach? Their mindset. They believe in the value of coaching and think about their role as a manager in a way that makes coaching their employees come naturally. Still wondering why you should focus on coaching rather than just being a boss? Let’s dive into managing as a coach!
Increase Employee Engagement
According to Gallup, only 33.7% of employees feel engaged at work. The best way to overcome this issue is through a culture of coaching. With a coaching culture in play, employees are pushed to do their best and reach their highest potential. When employees are putting out their best work, they’re more likely to learn personal accountability and become more engaged in their career and overall performance.
Follow these steps to create a coaching culture and improve employee engagement:
- Focus on your company’s mission and vision
- Assist employees with defining their personal and professional goals that align with the company’s mission and vision
- Identify employees’ strengths and weaknesses and communicate expectations
From here, the coach and employee(s) can set goals that align with the extensive strategy and enforce an employee development plan that fits their style and your vision for them.
85% of people experience a lack of self-confidence at some point in their life. Without confidence, an employee won’t feel comfortable to take any type of risk or go beyond what is expected and/or asked to do. Lack of confidence in an employee results in hindering professional growth and reaching their full potential. Coaching can help with this by distinguishing the employee’s strengths and weaknesses the company and employee agree on. If an employee feels good about themselves, they’ll use this confidence at work, and their desires, to map out the best path for them in their career.
Improve Employee Retention
Learning or starting something new for the first time is always a nerve-racking feeling. We’ve all been there, but having someone provide guidance, or coach us, makes a big difference. In the workplace, when employees are onboarded and coached on new skills, they feel supported and encouraged by their manager. With support from a company comes employee retention, which requires employees to feel invested in, not just used for their productivity. 87% of talent leaders thought employee retention was critical to their strategy.
Like with all things, communication is key, and with coaching, it’s a two-way street. As managers provide feedback to employees, employees are then able to use that opportunity to provide their feedback to the manager(s). Employees are more likely to stay put in their current position if they feel their voice is being heard. Integrating coaching into your company culture will encourage yourself, and other managers, to be more present among employees and allow you to discover who fits and who doesn’t.
Activate Your Coaching Skills
Ready to improve your coaching skills as a manager? Here are a few tips to get you started:
- Maintain a positive outlook
- Know how to navigate conversations
- Ask good questions
- Listen to what they have to say and encourage them to share their opinions
- Coach in the moment
Organizations with senior leaders who coach their employees can effectively and frequently improve business results by 21%, compared to those who never coach.
Developing effective coaches is critical to the success of your company. Allow your leaders to thrive and build a pipeline with internal talent who may have otherwise been overlooked. Forget the numbers! Allow Caliper’s Essentials for Coaching report to help you to coach, develop, and retain like a pro today!