Coaching In The Workplace

Diana Smith
Coaching in the Workplace
September 4, 2014
Sullivan University

Coaching in the Workplace
If one were to think of the duties of a manager they would probably think of directing their teams, responsibility and providing positive results. A good manager is one that can realize that their employee’s successes are their successes and they need to do what they can to bring success to their teams. This includes knowing the difference between criticizing and coaching. Coaching is not something limited to a basketball court, but rather a skill have should be adopted into the workforce. If a manager was to receive work from an employee that contains mistakes or is improperly formatted as opposed to calling out their failures
Top leadership has recognized its importance and has begun to train their managers on the best techniques and have seen the positive results from personal advancement and organizational competitiveness (Kim, Egan, Kim & Kim, 2013). If an employee knows there is a greater potential in their organization for advancement they will be looking for ways to grow professionally. Perhaps part of this change comes from the influx of millennials who are entering the workforce. This group, who were born after 1980, is driving change by being more engaged with managers, asking question and looking for praise and feedback. Millennials are taking the time to be educated and want to move up the corporate ladder. They need the room to grow and time to tap into their talents; they like goals and strive to achieve them. This group has also been exposed to ever changing technology for most of their lives and look for ways to use their resources in order to do their jobs (Contractor, 2013). In contrast to the baby boomer generation a millennial is much more open to an ever-changing environment. They have embraced technology and by having extensive training in programs like databases, excel and presentations they are primed to move up within an organization. By coaching and mentoring these employees they will be groomed to take additional leadership within the organization they are a part
A strong leader knows the value in managing and leading people. Most importantly, they know how to hold their team accountable for being effective. They know how to coach their teams to high standards while rewarding successes (Traits that make a difference, 2005). Without knowing how to bring the best out of their employees a leader will not see the type of results they are looking for. When looking for ways to effectively coach your teams there are 3 basic steps one should take. First they need to build quality, trusting relationships. This comes by being an effective leader who works closely with their employees as opposed to micromanaging them. Secondly they should communicate effectively by listening, driving engagement and seek feedback. Third they need to change behaviors and make sure they have the right employees in the right roles (Contractor, 2013). If they need to have detailed reports done on a daily basis they need to have someone in that role who understands excel. An effective leader would take this as a chance to build an employee and improve upon their