Recently we have worked with many managers to help develop their coaching skills, which in turn will help business performance and help staff retention.
It is interesting that upon arrival on a programme, in the main they categorically say they already coach. However, after spending time finding out what coaching is and what it is not, and then taking part in several coaching practice sessions, many of them change their mind!
Here is a typical comment “I really thought I was coaching; but I have just been telling my team what to do!”
Coaching is not a ‘pink and fluffy’ soft subject; it is an essential skill for all leaders and managers and is for some, hard to learn and use.
A challenge for adopting this approach is how to maintain the momentum and the initial enthusiasm for coaching, when business demands call for immediate results. This is because taking a ‘coaching’ approach rather than a ‘telling’ approach may take longer.
Proper coaching has shown a significant return on investment for organisations in many sectors. It benefits an organisation, the manager and the team member by:
- Improving business performance
- Freeing up more management time
- Improving the performance of individuals and the team
- Improving motivation levels (which helps staff retention)
- Building greater levels of staff engagement and trust
- Creating more open and communicative relationships
Here is a quote from “Best Companies” research. “7 out of 10 people who leave their employer are leaving their manager, not the company. So, the working relationship with your manager is probably the most important of all”.
So, do you really Coach?
Read the latest findings in our automotive leadership research survey report – Retail Automotive Management and Leadership – Now and in the Future.
