Management Coaching

Management and training is different

Think about the best coach I have had, either at work or outside work. What did the coach do that was effective? How was the coach interact with you? What kind of things did the coach will help you achieve? Now think about the best coach I have had at work? What he or she will help you achieve? How does this manager to interact with you and treat you? What differences do you notice among the best coach and manager?

 

Have you had a manager who would be a good coach, at the same time?

The Best Manager should always be a good coach. Coaching in many ways involves allowing the human side of work. Good training helps people to develop. This involves asking many questions and collaborate. It is important to develop strong relationships with employees, and that’s what good coaches do. They also provide information on the behavior always with positive intentions.

Coaching helps release the potential of an individual to maximize their own performance and help them learn teaching against them. With proper training, the development can be seen through the performance of an individual, department performance, and overall success of the company. Many managers think that coaching is the work of another! Training, however, may be useful to develop people skills and performance. Coaching can be used to delegate effectively, solve problems, improve job satisfaction, and provide feedback.

There are many types of coaching

Coaching can occur to improve performance. For example, after a project of a good coach will ask many questions to aid learning. A good coach can ask, what were you trying to accomplish? What were the actual results of what the project has achieved? What made the gap between what we wanted to achieve and the results achieved? Coaching can help you understand the difference between the expected and actual result. A good coach can help a person through what to do next time to improve performance.

Coaching for the development of a second form of training. In this mode, the coaches ask questions like, how I can help, I do not understand, and what you need to solve this. Good coaches use the art of questions to help your employees to learn. Finally, coaching for career development may be very useful and important. Sitting with an employee that a coach can ask, “What do you do more or less in your work? What better aligns with their abilities and interests? What activities are best to meet your high challenges and skills?” Good coaches try to find out what your employees are passionate about and that new features may be of interest. As a result, as well as coaches and employees can work together to plan the next steps and to allow employees to contribute to new areas of interest.

Real-time training

The best training occurs daily in real time. Daily interactions can provide excellent training opportunities. It is important at this time to transform these everyday interactions at times as a coach. This can be done using formal and informal feedback. The best coach uses questions to guide and direct the learning and behavior. The best coach for positive behavior coach. For example, say, an employee has just completed a very good presentation. After the meeting, the best coach you can ask employees what they did to prepare for a presentation that fact interesting. This is much better than simply saying, “good job”, which means nothing. Asking questions helps people to think about what they did to achieve their results.

It is also the best way to collect the correct training times. For example, say that the next time the same employee gives a poor presentation. Most of us know we are not at our best. Immediately after the meeting is not the best time to offer coaching. It is always best to schedule training time just before the next time a person is about to give the same presentation. Then the person receives training just in time when they most need. After bad results people are less receptive to feedback and coaching.

Finally, do private lessons. There is no benefit in training in public, much can damage working relationships. It has also been my experience that people listen better and are more receptive to the comments in private.

We can learn from other great coaches

John Wooden was one of the greatest basketball coaches of all time. It also focused on building positive relationships and said he always felt responsible for their players and their development. This is an important factor in training. Managers are often quick to give positive feedback and assessment no. The assessment only serves to strengthen the manager-subordinate relationship, which is understood. Feedback, however, given in the right place and time is used to help people understand that feedback is the information and value judgments about the person. Remember that giving feedback should be consistent and positive. Furthermore, by asking questions is a great method to search for understanding. The best coach is always trying to link comments to the behavior and business results.

The best coaches

The best coaches are caring and focused. They are good listeners and communicators. The best coaches looking for moments of training and the use of both formal and informal feedback. Most importantly, the best coaches share the responsibility for changing behavior. The best coaches have collaborative relationships with the people working with and resulting benefits to all! Management and training are needed and if used at the time and place to create the best outcomes for both individuals and the organization!

Summary of learning and next steps

The management and coaching job in the lineup. List five examples of each. Every day, be aware of the differences and make sure you are using in their daily activities as a leader of others.