MANAGEMENT COACHING

There is a current fundamental shift in the thinking towards how managers manage their employees. Historically, managers have had a directive and authoritative role, overseeing and driving employees towards specific results and success.

However, over the past few years research has found large discrepancies in the relationship between employers and employees with the latter feeling undervalued or not listened to by their bosses. A good employer-employee relationship is a critical part of organisational culture and the success of a brand. 

Whilst coaching a team can be seen to have similar objectives as managing a team, the approach is more focused on empowering individual employees to develop their own critical thinking skills through learning.

Why companies are moving away from traditional management practises

Businesses face a rapidly changing landscape and must ensure that they keep one step ahead of subsequent disruptive changes and have the ability to pivot in order to survive.

In order to have a flexible, efficient workforce, twenty-first-century managers are moving from traditional management styles and are appreciating the benefits of a coaching approach.

Encouraging and empowering employees to identify solutions themselves not only develops their own problem-solving skills but ensures that they are better equipped for the future. This provides them with the right tools and self-confidence to face increasingly diverse projects, not to mention advancement within their company.

Coaching has the effect of encouraging individual growth, engagement and accountability with decision making, fostering a growth mindset within teams. The benefits to the company are a happier and more efficient workforce in turn leading to better employee retention and the associated cost benefit.

With a coaching mindset, organisations can see greater innovation and growth. The encouragement of individuals to identify solutions, as opposed to requiring direction, helps instil a greater sense of fulfilment and pride, in turn positively propelling an organisation forward.

We've all heard the saying, “people don’t leave bad companies, they leave bad bosses”. 

The majority of managers and leaders aspire to become the best boss they can be. Some of the recognised qualities to quantify this would be:

• Communicating a clear vision
• Setting performance expectations
• Providing feedback
• Being supportive
• Recognising efforts
• Getting to know employees
• Making work fun
• Being decisive

Effective management and leadership is about generating an environment which allows the strengths of all team members to thrive, in turn enabling the organisation to succeed. 

In basic terms, the job of a manager and leader is to get the job done and to develop their workforce. Unfortunately, more often than not, the development part suffers owing to time and cost constraints.

Management style is often influenced by modelling. From a young age we are told what to do by parents and later on, by bosses, which we then often model ourselves. It is an active process to pause, take stock and develop the skills required to coach as opposed to just managing.

Research has found that this approach can demotivate employees who, as a result, under-perform. Being empowered, encouraged to be curious and creative and being motivated lead to more valued, fulfilled and successful employees.

Build a Team of Successful Coaches

We will equip your managers with a fundamental understanding and appreciation of the skills of coaching, enabling them to integrate these principles into their roles and responsibilities.

Using the principles of coaching, we work with small groups, and on a 1-2-1 basis, with managers & leaders to help create the optimal conditions for employees to thrive, develop, increase productivity and to enable a happy and motivated team.  

If coached correctly, employees will relish the added responsibility and trust, freeing up managers to address other responsibilities of their role.