A manager is many things – an employee, a colleague, a supervisor, a friend and a coach.
A coach’s job is to motivate and empower their team to succeed in whatever it is they set out to do.
It’s important that managers learn how to run coaching sessions that are effective and don’t simply waste everyone’s time.
Follow the 3 essential tips below for running better coaching sessions:
Focus On The Employees
While the main goal of your coaching session will always be to help your staff do their job better, you must remember that the focus should not be on the company’s needs, but on the employees themselves.
As a leader, you need to be able to bring the best side and the best qualities out of each of your staffers.
Consider how a sports coach knows the strengths and weaknesses of every single one of their players, and do the same.
You need to know what areas each of your employees excels in, and where they lack in skills.
Once you have this information, you can help them develop new skills and make a plan to help them grow in this careers.
Know Your Employees’ Learning Styles
You need to understand how your employees process information.
Some people are visual learners, and they can comprehend better when they see something rather than just hear it.
They will be best served if you can show them pictures and photographs, make graphs and charts and print notes of what you are saying.
Others are auditory learners, and they will understand better simply by listening to you rather than by getting an email or handbook with instructions.
Set Measurable Goals
Some managers falsely believe that coming into a coaching session, they just need to encourage their team to work better, try harder and do their best.
However, those words of encouragement rarely lead to actual results.
If you want your employees to get better at something, you must make a plan with measurable goals together with them.
This means breaking down large projects into small tasks, estimating how much time is required to complete them, and what resources they will need to achieve the goals.
This is the only way to help your employees work more productively and learn on the job.
Head of Training and Development
(Image by Bigstockphoto)
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.