Management coaching is always a challenge, and the most successful managers know it.
Few will argue that an excellent manager is also a good coach; they understand and work with employee strengths, as well as support team members to shore up weaknesses.
There is no one solution for what makes good management coaching, but various traits combined; they allow managers to respond to the challenge.
Want to brush up on management coaching skills? Start with these three issues:
Management coaching is actively working with people to achieve optimal efficiency. It is the heart of leadership.The best management coaching involves engaging team members as often as possible. Their priority is to identify roadblocks and areas for improvement proactively. The longer a manager waits to address a problem, the more difficult the problem becomes.
The best management coaching is focused. Team members are treated the way the manager wants to be treated. Good managers know that few employees respond well to a manager they only see when something is wrong, or a boss that ambushes an employee with a long list of “suggestions” for improvement.
Everyone, both employers and employees, need to have clear objectives, goals and expectations.
in management coaching, dominating a conversation is the worst thing; not only it is counterproductive, but also it results in poor morale and dissatisfaction.
Never fear! Active listeners are not born; they are made. Anyone can be a better listener.
Good managers should listen more than they talk. When they do talk, they always have something worth saying. Listening—instead of telling—is the key ability in management coaching. They make a point of knowing who are the stakeholders in the situation and what they want. Then—and only then—they offer solutions.
If the situation calls for it, management coaching provides employees an opportunity to express grievances, and (after listening, thought and consideration) provide to employees concrete steps to address those concerns.