Sometimes Managers Should Not Coach
Not every situation provides an effective coaching opportunity. Sometimes managers should not coach.
Many Managers Struggle with Coaching
You are not alone…many managers, including experienced managers, struggle as coaches for all the above reasons. And, even more alarming, our employee engagement data tells us that less than 25% of direct reports believe coaching from their manager is making a positive impact on their performance. They think the other 75% of managers should not coach.
As much as we sympathize with the struggle to coach (and be coached) effectively, we absolutely maintain that it makes a positive difference both in performance and employee engagement.
We believe that without coaching, reinforcement of any new skill, behavior or methodology becomes very difficult. Coaching can bring learning to life. Through coaching, change and growth takes place.
Three Situations When Managers Should Not Coach
Managers should not coach when the coaching:
1. Does Not Focus On Relevant, Specific or Aligned Objectives
Managers should not coach when the goals of coaching are unclear, not important to the business or do not filly align with the:
For example, if your company has defined improved customer centricity as a goal to better retain clients, coaching should be designed to promote better customer care. Effective coaching should always support real-world business objectives.
2. Takes Too Much Time
Managers should not coach when the time required is unmanageable. While time is not a concern for managers who know coaching is essential to improving both engagement and performance, the best performance coaching happens in real-time and in short, meaningful feedback sessions. Formal coaching sessions can be burdensome for both coach and coachee.
Try to keep your coaching conversations timely and targeted on them, not you. Get to the point, be succinct, ask if there are any questions, and then agree to check in later. If it regularly takes more than 10 minutes, you probably need to improve your coaching skills.
3. Requires an Expert
The truth is that few managers are expert coaches. Managers should not coach when they do not have the expertise to help. The good news is that managers don’t have to be experts to coach effectively for most situations.
Most often “adequate” coaches who coach through moments of truth, who are supportive and who follow through are good enough to keep engagement and performance on the rise. As long as they present an attitude of caring and the desire to help their team members learn and grow, well-intentioned coaches can be effective.
The Bottom Line
Managers, especially new or inexperienced managers, need to take on coaching as an important part of their role. Managers do not need to be perfect coaches, or spend an inordinate amount of time coaching, or worry about areas that do not directly drive performance. With those three caveats in mind, managers can make coaching a key management tool in their pocket to help their team to perform at its peak.
To learn more about becoming an effective coach, download The Top Coaching Mistakes to Avoid
Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.
Frank J. Kuypers
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I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.
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We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.
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“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”
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We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.
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LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.
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We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
HR Project Manager - Training & Development, PHR
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