{"id":903,"date":"2013-05-31T09:23:36","date_gmt":"2013-05-31T16:23:36","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=903"},"modified":"2014-04-22T20:07:39","modified_gmt":"2014-04-23T03:07:39","slug":"why-should-managers-do-more-coaching-2","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/why-should-managers-do-more-coaching-2\/","title":{"rendered":"Why Should Managers Do More Coaching?"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/05\/013441707-grow-goals-reality-options-wil.jpeg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-909\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/05\/013441707-grow-goals-reality-options-wil.jpeg\" alt=\"GROW (goals, reality, options, will) - life coaching motivation acronym, chalk handwriting and sticky notes on blackboard\" width=\"275\" height=\"414\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/05\/013441707-grow-goals-reality-options-wil.jpeg 1139w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/05\/013441707-grow-goals-reality-options-wil-199x300.jpeg 199w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/05\/013441707-grow-goals-reality-options-wil-680x1024.jpeg 680w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/05\/013441707-grow-goals-reality-options-wil-480x722.jpeg 480w\" sizes=\"(max-width: 275px) 100vw, 275px\" \/><\/a>Whether you\u2019re a manager trying to develop your people or trying to develop yourself and build a career, you need to know that one of the key ways you can have a positive impact on the business is by operating more as a\u00a0<b>Coach<\/b>\u00a0than a Manager.<\/p>\n<p>A study conducted by\u00a0<a title=\"Bersin &amp; Associates\" href=\"http:\/\/www.bersin.com\/Practice\/Detail.aspx?docid=15021&amp;mode=search&amp;p=Talent-Management\" target=\"_blank\" rel=\"nofollow\">Bersin &amp; Associates<\/a>, showed that organizations with senior leaders who coach effectively and frequently improve their business results by 21% as compared to those who never coach. Many people are unsure what is different about a coaching approach, so let me outline some key descriptors:<\/p>\n<p>Coaches take an Ask vs. Tell approach.\u00a0 Don\u2019t tell the employee what to do, instead ask powerful questions.\u00a0 This allows the employee to create their own solutions.\u00a0 When they go through the thought process to get to resolution, they are much more bought-in\u2026it\u2019s their idea!<\/p>\n<p>Coaches focus on the employee vs. the task \u2014it\u2019s about their development.<\/p>\n<p>Coaching is not about \u201cfixing\u201d anyone. Again, it\u2019s about their development and facilitating the learning process. \u00a0Coaches set up a clear accountability structure for action &amp; outcomes. It helps keep the employee focused on achieving the desired goals. \u00a0Coaching is something that can\/should happen as needed and in-the-moment, which is the best way for learning to occur. It\u2019s a great way to reinforce what may have been learned in the classroom by capitalizing on those on-the-job learning experiences.<\/p>\n<p><span style=\"text-decoration: underline;\"><b><i>So how can a Manager behave more like a Coach?<\/i><\/b><\/span><\/p>\n<ul>\n<li>Ask good questions to enable the process.<\/li>\n<li>Meet the employee where they are.<\/li>\n<li>Guide (through questions, not directives) the conversation to a mutual agreement of the priorities of development.<\/li>\n<li>Ensure that the feedback information is heard and understood by the employee. Again, asking clarifying questions is the best way to do this.<\/li>\n<li>Do your part to support the employee through a shared commitment to their goals, responsibilities and action steps.<\/li>\n<\/ul>\n<p><b><i>The Heart of Coaching\u00a0=\u00a0Effective Conversations<\/i><\/b><\/p>\n<p>What makes a conversation \u201ceffective\u201d? It\u2019s about a dialogue (asking), not a monologue (telling). The best coaching questions are:<\/p>\n<ul>\n<li><em>Open-ended<\/em><\/li>\n<li><em>Focused on useful outcomes<\/em><\/li>\n<li><em>Non-judgmental (don\u2019t ask \u201cwhy?\u201d)<\/em><\/li>\n<\/ul>\n<p><span style=\"text-decoration: underline;\"><strong>Here are some examples of good open-ended questions compared to the close-ended version:<\/strong><\/span><\/p>\n<p><b>Open-ended\/Inviting Questions:<\/b><\/p>\n<ul>\n<li>Where are you on \u201cx\u201d job?<\/li>\n<li>How can I help you?<\/li>\n<li>Can you tell me about this error?<\/li>\n<li>What criteria are you using?<\/li>\n<li>What other approaches might you take next time?<\/li>\n<li>How are your emotions influencing your perception of the\u00a0situation?<\/li>\n<\/ul>\n<p><b>Close-ended\/Irritating Questions<\/b><\/p>\n<ul>\n<li>Are you finished with \u201cx\u201d job yet?<\/li>\n<li>What\u2019s your problem?<\/li>\n<li>Are you responsible for this error?<\/li>\n<li>Will this really solve the problem?<\/li>\n<li>What in the world made you do it?<\/li>\n<li>That\u2019s clear enough, isn\u2019t it?<\/li>\n<li>Didn\u2019t I go over this already?<\/li>\n<li>Why didn\u2019t you do \u201cx\u201d?<b>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0<\/b><\/li>\n<\/ul>\n<p>So are you up for the challenge? Your employees, the business and your career will all benefit if you begin to operate in\u00a0<i>Manager as Coach<\/i>\u00a0mindset. Your employees will be developed and challenged in way that they truly build new skills and learn from experiences and your career will blossom if you are known to be a good developer of people \u2013 a critical skill for long-term success!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Whether you\u2019re a manager trying to develop your people or trying to develop yourself and build a career, you need to know that one of the key ways you can have a positive impact on the business is by operating more as a\u00a0Coach\u00a0than a Manager. A study conducted by\u00a0Bersin &amp; Associates, showed that organizations with [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":909,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[18,32],"tags":[41,8,33],"class_list":["post-903","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-advice","category-on-the-job","tag-career-advice-2","tag-leadership","tag-management-advice"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Why Should Managers Do More Coaching? - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/why-should-managers-do-more-coaching-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why Should Managers Do More Coaching? - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Whether you\u2019re a manager trying to develop your people or trying to develop yourself and build a career, you need to know that one of the key ways you can have a positive impact on the business is by operating more as a\u00a0Coach\u00a0than a Manager. 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