Boris Joaquin | ExecutiveChronicles.com
Based on our experience working with clients on various people management and employee engagement issues, I believe that companies that invest in establishing, developing, and sustaining a coaching culture will considerably influence and eventually improve the performance of their organization.
High performing individuals who are incredibly effective employees can coach other colleagues who have yet to tap into their passions and gifts and become as disciplined as they are. And in the process of coaching other employees, they can also grapple with the development of their own competence and leadership.
In a Stanford study (Lazear, Edward, Kathryn Shaw, and Christopher Stanton, “The Value of Bosses”.Stanford Institute for Economic Policy Research, Stanford University, October 2, 2012) and Google’s Project Oxygen (Byrant, Adam, “Google’s Quest to Build a Better Boss”. New York Times, March 12, 2011), ‘coaching’ is one of the key skills associated with effective managers. Internal “leader-coaches” or “manager- coaches” are key as internal champions because they support the organization’s ability to adopt and scale the effort by means of internal ownership.
It will be important that organizations develop a culture of coaching for the long term, because for any type of change initiative to succeed, internal champions are required. When you create internal champions and coaches, you not only help with adoption and buy-in from other employees, but you also create a model for internal scalability.
As you build internal leader-coaches, you develop the capability to not only sustain the effort, but also to scale across the organization as they begin to teach and coach others. Like the old adage states, “Give a man a fish, and you feed him for a day; show him how to catch fish, and you feed him for a lifetime.”
You see, as you develop internal coaches and champions, you also develop the most effective and powerful source for training and development: on-the-job training. When managers throughout the organization are trained to be effective coaches, they can coach others in how to effectively communicate with peers, how to identify an attitude problem that is affecting the team, how breaking a commitment can delay the project, or how inattention to detail can cause quality issues. Leader-coaches can come alongside and mentor employees on the spot, a method proven to have long-lasting effects.
The ability for people to become effective in their personal and professional lives should not be considered a short-lived program, but rather a way of life for your organization. It is my hope that you will make a decision today to utilize your influence and leadership gifts to make a positive difference within your organization. If you nod your head in agreement to that, the next step is to choose to invest in others by encouraging and coaching those around you.
Let me take this opportunity to invite you to my newest public learning event entitled Interpersonal Management Skills workshop this April 19, Tuesday, 9am to 5pm at Discovery Suites, Ortigas Center.
This workshop will provide the information you need to effectively communicate to and coach your employees and co-workers. Interpersonal management skills are essential to succeed in a management career. Individuals are promoted every day into management. Line workers are asked to become supervisors. Call center representatives accept promotions to department managers. Successful account managers are called into a sales manager role. Unfortunately, many of us find ourselves in the management position we have worked so hard to achieve, but lacking a clear understanding of the skills required to succeed.
This is also one of the first public learning workshop that will enable participants to discover their influencing style and/ or interpersonal skills through an online assessment tool.
Reserve now and save on your learning investment! We offer group discounts. For more details, call Juliet at 8132703/32, text 09228980044, or email seminars@saltandlight.ph.
