Toll Free 866-208-7820

Home » In the News » Our Managers: 4 Tips for Those Struggling to Adopt a Coaching Mindset

Our Managers: 4 Tips for Those Struggling to Adopt a Coaching Mindset

Our Managers:

4 Tips for Those Struggling to Adopt a Coaching Mindset

I am confident that most of you recognize the importance of integrating a coaching culture in your workplace. While the concept isn’t anything new, successfully integration and consistent practice has proven to still be a bit of a challenge to lots of organizational leaders. As a matter of fact, many business owners and leaders are facing considerable challenges getting their managers on board.

If you happen to be one of them, the good news is – 1) you aren’t alone and 2) I’m confident you’ll make it happen 🙂

Upgrade job descriptions: Consider integrate coaching into your manager’s job descriptions. And I don’t mean just a minor part (i.e. 10%), but much of a manager’s duties can be delivered with a coaching mindset

Transform traditional mindsets: Help your managers transform from a mindset of typical management responsibilities to one that includes coaching skills. For instance, rather than telling direct reports what to do, they may ask what needs to be done.

Train for effective conversations: Coaching happens through effective conversations. Traditional management duties also occur via communication. The art of effective conversations is the foundation here. For an example, guiding conversations by using open-ended questions works. Emphasizing ‘what’ instead of ‘why’. Paraphrasing. Listening. All of these conversational tools should be a core responsibility of each of your managers.

Teach them or get them into a training program: Either teach your managers how to effectively coach or get them into a coaching program so they are fully confident and understand why it is so important. Your managers need to be confident with their coaching skills or their direct reports will sense it.

Managers are who we rely on to ensure that processes and systems are running smoothly, controls are administered, and that
our front-line workers are sustaining productivity. Our best managers have a solid grasp on functional matters. They are our key people for a reason.

But their direct reports respond better when they trust their managers. They tend to want to go above and beyond when they know they are cared about.

Coaching does that. And everybody wins.