99% of the time managers are bothered about numbers and delivery dates. But they fail to coach their team which leads to low performance and attrition. If you are a manager, right away think when was the last time you had a word with your team members about:-
- What they want to achieve in their life
- Are they enjoying their work or not
- And what you can do to enable them to be better professional
As a manager, your growth depends on the growth and progress of your team. It’s your team who will achieve those number which will lead to the achievement of your numbers. So I have given you enough reasons why you should be coaching your team. Let’s understand what type of managerial coaching works really well.
Most of the time managers are involved in reactive coaching. Reactive coaching means you are giving your inputs or reactions after the outcome. Please note that outcome may or may not be complete. Example of reactive coaching
- Sales manager:- “This is not the type of prospects you should reach out”
- Marketing manager:- “These are not the channels which will help us generate more leads”
- Technology/Product manager:- “This is not what customer is expecting from our product”
Proactive coaching means you are giving your inputs or helping your team-mate in defining what can be done to achieve the desired outcome. As a manager, here you are not spoon feeding or doing micromanagement, but giving directions that this is probably how we should approach the problem in hand. Example of proactive coaching
- Sales manager:- “These are the type of prospects you should reach out”
- Marketing manager:- “These are the channels which will help us generate more leads”
- Technology/Product manager:- “Here are the high-level requirement and use case customer is expecting from our product”
You are a manager because you have seen more in world than your team mate. At least that’s what companies assume or your team-mates perceive. Now let’s talk as manager, what are common barriers in providing the proactive coaching:-
- As a manager you are not on top of your team members work, tasks & to-dos , work partners and challenges.
- Your team member is expecting coaching in area where you lack experience.
- As a manager, you are so much evolved and skilled that you can’t imagine what could go wrong or what could be challenges faced by your team member.
Following proactive coaching in my team has shown results for me. My team is more engagement and performing far better compare to when I was the reactive coach. Unless you keep yourself into the execution and NOT onto the execution, you will never realize the importance of coaching and enabling your team to achieve more than what is required.