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Why Managers Should Learn to Be Better Coaches

Coaches

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Coaching is more than a buzzword, and the misuse of the word has created significant confusion as to what it means. But at its core, coaching is about knowing how to unlock the full potential of your employees. It is also about developing traits your employees didn’t know they possessed and making up for lack of immediate skill in your organisation by developing it in-house.

Coaching is more than a buzzword, and the misuse of the word has created significant confusion as to what it means. But at its core, coaching is about knowing how to unlock the full potential of your employees.

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Fortunately, coaching is a valuable skill that can easily be taught, and the benefits for everyone involved are significant. The greatest benefits are seen in organisations that teach their managers to be coaches instead of bosses. Let’s discuss why managers should learn to be better coaches.

You Can’t Be a Good Project Manager without Coaching

It is teams, not individuals, who deliver projects. As a project manager, your goal is not simply to micromanage team members, but to bring up their level of performance.

Managers who’ve completed business coaching courses know how to improve morale, identify weak areas and encourage team members to fill in gaps in their knowledge and skillset without alienating them. They are better able to have difficult conversations and can resolve situations without them spiraling out of control.

Managers with business coaching qualifications can develop new hires and subordinates, increasing the overall abilities of the group. Managers with great coaching skills will allow you to have more capable team members who will be able to take on more important responsibilities later on. They’ll also be able to foster leadership skills in your employees who will become more confident in their own strengths.

That’s why it’s important to invest in formal coaching courses for your managers if you want them to develop the skills needed, which will then trickle down to the rest of your workforce. The business coaching from thebcfgroup.co.uk not only offers a variety of business coaching courses for executives and managers, but they can also create programmes based on your specific needs and deliver them at your premises or alternative location.

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It Helps Everyone Involved Solve Problems

Trained coaches learn how to listen, observe and collect all of the needed information before reacting. Their emotional intelligence improves. Active questioning allows them to get to the deeper truths behind the initially presented problem. They learn how to understand the underlying issues and the viewpoints of all involved. They are more likely to come to viable, accepted solutions. Their approach gives them more credibility when they present solutions, as well.

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Coaching Allows Managers to Evolve from Managing to Leadership

One of the benefits of learning how to coach people is that you learn how to read them and speak to them. They create a culture where people feel free to take charge of their jobs, come up with solutions, and work together to improve the workplace.

Another benefit of business coaching is that it reduces the stress level of managers. They’re better able to delegate to subordinates because they trust them to do the right thing and bring questions and issues to the fore before it is serious. This allows managers to formulate plans to meet long-term objectives instead of running around putting out fires.

It Advances Careers at All Levels

Managers who learn how to coach their team members encourage communication, creativity and innovation. When a department leads sales, cuts costs or comes up with a novel solution to a long-standing problem, everyone benefits. And the managers who cultivated this culture will be recognised for the effort. This opens up the door to advancement.

Providing business coaching training to other team members yields a number of benefits. When mentors have completed business coaching, they’ll be better able to onboard new staff. The new hires become effective more quickly, and they’re less likely to quit out of frustration. This improves retention and lowers hiring costs.

“We all experience moments when our productivity levels start to decline. It is only natural, after all, it is hard to keep the same level of work ethic and efficiency at all times. Nevertheless, when your productivity starts to falter, there is usually a reason behind it. With that in mind, in this blog post, we are going to take a look at some of the biggest productivity killers so that you can rectify them.” – Productivity Killers And How To Overcome Them

It Helps Managers Maximise Productivity in Their Star Performers

High performers often think that their high performance is good enough. They may use that stellar performance in one area as a reason not to improve in any other area, and they may resist advice on how to do even better. When managers have learned non-directive coaching methods, they can use skillful questioning to help people find their own solutions. This encourages people to cultivate useful skills and gain additional knowledge without feeling like they’re being micromanaged. This can help high performers do better. The same coaching method can be used to redirect self-starters in the right direction without feeling like you’re holding them back or trying to hold them down.

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Performance Reviews Become More Productive

One of the benefits of widespread business coaching training is that it will allow performance reviews to focus on solutions. Managers should learn how to give constructive feedback in a timely manner, addressing problems when they’re discovered. This allows employees to alter their course and do better. That improves performance and reduces mistakes. It also takes a lot of the drama out of performance reviews because someone doesn’t come in expecting high ratings only to be told you’ve been doing things wrong or subpar for months.

The constructive feedback and active listening methods make performance reviews less stressful for everyone. Any feedback is on observed behaviours, not criticisms of someone’s personality. The feedback doesn’t go off the rails, becoming a personal indictment on the employee. The reviewer makes the specific concerns known, and they can balance it with observations of what the person did right to reduce the emotional impact.

Because the recipient sees a genuine intent to be helpful, they’re more willing to admit the issue and work to improve it. The alternatives are denial, excuses or anger, and that helps nobody. Coaching skills can help the reviewer and the reviewed come up with an action plan and clear outcome that they both can agree on.

Your whole organisation will benefit from having managers who can form a deeper bond with your employees and help them perform to the best of their abilities. And managers will also feel more fulfilled in their role, as they create a more cohesive and engaged workforce.

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