A business owner needs to guide the team to become successful as a unit
Working with a lot of business owners, I’ve found that coaching employees is one of the most daunting among their responsibilities. It’s understandable, since individual and collective personalities can be sometimes complicated to deal with, and in any coaching situation, there are several ways things can go terrible wrong.
But coaching is necessary, no matter how difficult it can be. And for a team to succeed, its leader must know how to effectively guide and train his people to calibrate their performance and to reinforce their motivation to work. Most effective leaders simplify the coaching process into smaller goals and then focus on achieving them while following a strategic order.
I myself am a Business Coach, and I know how important it is to have that system and method in setting and achieving goals in order to help my clients become better business leaders, which in turn makes them better coaches.
It helps to have a genuine relationship between you and your team
The relationship between a boss and an employee becomes genuine when both parties are driven to achieve a collective goal, while helping each other become better people in the process. Anytime a leader’s actions don’t clearly manifest a sense of camaraderie and teamwork, there’s always going to be a disconnect somewhere, which will cause more problems in the long run.
Trust is the most essential element in a coaching relationship. Without establishing trust first, it will be almost impossible to make an impact on your employee’s future performance and behaviour. The thing about trust is that it needs to be earned, and that one should never assume that a job title automatically commands trust. The most natural way to build a foundation of trust is by having a real interest in knowing your team individually and as a group.
Coaching is listening
Business owners tend to diagnose and try to ‘fix’ their employees as soon as the coaching sessions start. Focusing on giving prescriptions instead of listening first will only end up in poor, non-insightful feedback.
Choose to listen —really listen — first before anything else, so that you will show your team that you care and want to hear from them, while also strengthening the relationship you’ve built with them. They’ll immediately notice your willingness to take into account their sentiments and opinions, and they will, in turn, be willing to work with you to make things better.
Focus on the constructive feedback and aim for one goal
Everybody hates a ‘roasting’ session where the leader picks on the employee by only talking about the wrong things. A great coach is a great encourager. The foundation of every coaching conversation should be positive in nature. Things will not always be pleasant to talk about, but there’s always something you can say or discuss that promotes encouragement instead of demotivation.
Another key is for the business leader to focus their sights on one goal for each team member at a time. It’s going to be easier for you to assess one’s performance when there’s a singular target laid out, rather than evaluating one person based on unreasonably numerous metrics.
Being genuine is important. Just because you’re supposed to share positivity doesn’t mean you’re going to have to sugarcoat just to make everything pleasant. You need to be honest and sincere in giving feedback, while maintaining a good balance of positive and negative reinforcement.
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