Manager as Coach
Gone are the days when a manager was simply a boss. Today, in order to inspire employees to reach their full potential and to maximize their company’s investment in human resources, managers need to coach and mentor their staff. This calls for communication, planning, balance, and insight, all skills that can be learned and developed.
The value of skilled coaching is well known in sports and entertainment, leading to better and consistent performance. The same is true in business, where coaching fosters higher productivity, superior customer service, stronger financial performance, and improved employee satisfaction and retention.
Based on a six-step coaching model that provides the foundation for long-term success, the Manager as Coach workshop helps participants develop a coaching mindset. Through practice and discussions, participants learn when and how to apply specific coaching methodologies to empower, delegate, and create a culture of responsibility and self-generated actions in which employees are motivated to reach and exceed their goals.
The result is both quick returns and long term success in an organizational culture that is more adaptable and accountable.
Providing Effective Feedback
Feedback is often equated with criticism, telling someone how poorly they’ve done and — stating the obvious — that they need to improve. Such negative feedback is unpleasant to give, difficult to accept, and may be counterproductive, causing the one receiving the feedback to dig in and resist change.
Conversely, effective feedback produces positive outcomes. In both content and tone, it motivates the recipient by providing clear opportunities for personal and professional growth, with the prospect of being recognized and rewarded for that growth.
Providing effective feedback is a learned skill built around specific techniques. It benefits both the giver and the receiver, producing stronger, more progressive organizations and healthier work environments. Effective feedback is welcomed and applied.
Change is inevitable. How we respond to, manage, and control that change determines whether it will be positive or negative.
In the “good old days” change happened at a slower, easily anticipated pace. Today, thanks to advancing technology and globalization, changes in our personal and professional lives often happens at breakneck speed, causing stress and anxiety. In an organization made up of diverse personalities, the effects of change are often magnified.
This calls on Change Leaders to harness change as a force that will move the organization closer to its goals. Doing so requires understanding their own character, either change resistant or change resilient. It means recognizing the dynamics of change, both mistaken beliefs and important realities. It requires identifying and mastering the skills required for working with resistance to change and leading through it. Change Leaders must anticipate the impact of change on those they’re leading and create conditions to minimize potential problems through skillful planning, acting, and evaluating.
Applying these learned techniques will build organizations that do not just survive change, but that grow and thrive through change.
Creating and Aligning Objectives
If we don’t know where we’re going, we’ll never get there. That is true of both individuals and organizations.
Organizations that wish to remain ahead of the curve must establish clear objectives, built with precise, measurable, and attainable goals. They must then align all their resources, including their workforce, to achieve those objectives by communicating this framework throughout the organization where it will be adopted and adapted by each division, department, and individual.
Understanding and applying the program will enable managers and employees to align their actions in harmony with the organization’s objectives so the organization will resonate with success.