Turning Managers into Coaches

Would coaching improve the performance of your organization? Are you a manager who wants to learn how to coach your employees? If you answered YES, then you are in the right place because this group will help you find the answers!

Many companies believe that change is needed to improve the employees' as well as the company's overall performance. For example, this is how some organizations deal with change
  We believe that there are better ways to bring about change in an organization to help improve performance. One effective way is performance coaching for employees, which can be accomplished by turning managers into coaches.■Solutions for performance coaching can be found here.
■Join in on the discussions about this topic below.

We also wanted to tell you about the story of 'Bob the manager'. Bob's story exemplifies many of the common challenges that managers face in coaching their employees.The Challenge

Bob, a manager at the XYZ Company, has recently been directed to start coaching his employees by senior management. Senior management at XYZ believes that “effective coaching can help create a results-oriented culture, facilitate organizational learning, and accelerate problem solving.” (Redshaw, 2000). Bob’s challenge is he is hesitant to start coaching because he lacks confidence, motivation, and time. Bob is also feeling anxious because not only does he need to coach his employees but his own job evaluation will depend on the team’s performance. What is Bob going to do to overcome these issues and show results for this new coaching initiative?The Training That FailedBob and other managers attended a training session to learn what coaching is. Here is some of the barebones information the XYZ Company’s PowerPoint presentation gave them: Coaching focuses on communication and is learner-centered, tailored, motivating, and active. Coaching is a technique used to guide the coachee to achieve specific goals, acquire skills/knowledge, and develop self-reliance. Bob was then told by senior management that he must show results from the new coaching initiative in the next three months. However, Bob wasn't given any specific tools, or metrics to prove results. What will Bob do????
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