Coaching in the Workplace
Just as in coaching with sports, coaching in the workplace empowers the individual so that they are performing at their best. As competition has increased in the corporate society, employers are struggling to find ways to keep their best employees.
One way that has caught on is to coach the employee instead of giving direct commands, allowing the learner to take the lead in their own progression. Research by the UK
Industry Society has shown that coaching is likely to become the “most sought-after management skill in the next decade.” (Duff)
So, how do you incorporate coaching into the workplace? An easy way to begin is to follow these three steps: recognize the employees likes and dislikes, verbalize by letting them know you notice, mobilize and be prepared to take action.(Coaching on the run) Along with these steps, never forget coaching is a long- term commitment which can bring about much needed changes in a company, as well as a more productive workforce.
Knowing an employee’s likes and dislikes will allow the coach to set up clear standards and expectations. Gaining these intrapersonal skills is essential in gaining trust and respect from the employee. Allowing the employee to use creative and critical thinking, as opposed to directing them in every move they make will allow them to feel like they are a vital part of the team and that they have a sense of job stability.
Setting the ground rules from the start is essential in coaching. Within the initial meetings, the coach should go over an employees strengths and weaknesses and set a plan of action for improvement and advancement. This will show the employee that the coach has their best interest at heart and is willing to help them move forward in their career. There are many ways a coach can show the employee they notice their actions, most importantly is through performance feedback. Bringing an employee in and letting them know where they stand shows respect and encourages the
One way that has caught on is to coach the employee instead of giving direct commands, allowing the learner to take the lead in their own progression. Research by the UK
Industry Society has shown that coaching is likely to become the “most sought-after management skill in the next decade.” (Duff)
So, how do you incorporate coaching into the workplace? An easy way to begin is to follow these three steps: recognize the employees likes and dislikes, verbalize by letting them know you notice, mobilize and be prepared to take action.(Coaching on the run) Along with these steps, never forget coaching is a long- term commitment which can bring about much needed changes in a company, as well as a more productive workforce.
Knowing an employee’s likes and dislikes will allow the coach to set up clear standards and expectations. Gaining these intrapersonal skills is essential in gaining trust and respect from the employee. Allowing the employee to use creative and critical thinking, as opposed to directing them in every move they make will allow them to feel like they are a vital part of the team and that they have a sense of job stability.
Setting the ground rules from the start is essential in coaching. Within the initial meetings, the coach should go over an employees strengths and weaknesses and set a plan of action for improvement and advancement. This will show the employee that the coach has their best interest at heart and is willing to help them move forward in their career. There are many ways a coach can show the employee they notice their actions, most importantly is through performance feedback. Bringing an employee in and letting them know where they stand shows respect and encourages the
References: DeGlado, Steve, (2002). Coaching program make quantum leaps. Inside Tucson Business, September 23 – 29, 2002 The Learning Center. net, (2002). Growth and Management, How to Build A Team. From High Performance Teamwork training course. Neubert, Gloria and Bratton, Elizabeth (1987). Team Coaching: Staff Development Side by Side. Educational Leadership, pages 29 – 32)