How to be a Workplace Coach

What Direction Is Your Team Going In?“Control is not leadership; management is not leadership; leadership is leadership.” – Dee Hock

If organizations are to thrive, they need to follow some important guidelines for workplace coaching to improve training and performance. Following these guidelines will help workplace coaches create an environment where employees strive to give their top performance and become team players.

Effective Leaders Communicate with Employees Respectfully

Effective coaching of employees requires a strong foundation of trust and respect. It seems almost cliche to remind people in authority about the golden rule, and yet, so few managers follow it. Listening as Minibus Hire Bucks if you are the one talking will help establish a foundation of respect.

Don’t rehash past mistakes, discuss what needs to happen in the future

There are no good or bad people, just desirable and undesirable behaviours

Never let negative gossip take any part in forming an opinion about somebody

Ask questions because you don’t know the answer and be prepared to hear responses you don’t like; do not disguise a statement in the form of a question

Effective Leaders Have Dynamic Energy and Enthusiasm for Work

Effective workplace leaders are always able to answer, “What’s in it for the organization and what’s in it for me?” There is no need for martyrs fighting a cause nobody asked them to sign up for. Provide employees many examples of creative thinking and enthusiasm when challenging your own tasks and projects. Employees learn how to self-motivate from your examples, by establishing what’s in it for them. Help employees find answers to the following questions when taking on job tasks:

What skills will I be learning?

What should I be observing while doing this task?

How does this fit in the overall picture?

Effective Leaders Feel Successful When Others Succeed

Employees need plenty of practice in order for skills to feel natural. Imagine a game in which the coach steps in to fill a position because they believe the players are not good enough. It happens all the time in the workplace. Your inability to properly articulate instructions is not the employee’s failure.

Provide instructions in terms of results; tell your employees what you want them to accomplish in specific, measurable language.

Set benchmark targets and check in regularly

Have your door open for consultation and reward employees for taking initiative

Set employees up for opportunities to build self-confidence

Effective Leaders Treat People Equally With Respect for Their Differences

Treating employees equally does not necessarily mean treating everybody the same. Employees are diverse individuals with varying motivators but one common factor; desire to have access to opportunity.

Don’t play favorites

Use measurable, common sense criteria to assign tasks or projects

Routinely take time with all appropriate employees to formally and informally give constructive (including positive) feedback

Tailor messages to the audience

Effective Leaders Are Prepared to Take Responsibility

Employees need to know that the coach will step up and take responsibility after calling the plays. Taking responsibility is absolutely key to establishing a relationship built on trust. Effective coaches are aware that mistakes get made and don’t expect perfection from themselves or their employees. The focus should be on how mistakes are handled, and the message they send to employees about taking responsibility.

Follow through on any stated commitments; if you cannot deliver, apologize and explain what can be expected moving forward

Do not put down employees or casually vent about poor performance

Be calm and assertive when dealing with conflict

Taking responsibility may require disciplinary measures- do not hide from this obligation if it is necessary; learn how to do it effectively and within the guidelines of the organization.


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