5 Ways New Managers Can Be Better Coaches

A whistle on the turf to show that New Managers Can Be Better Coaches

New Managers Can Be Better Coaches
To be successful, managers must develop the ability to effectively coach others. If new managers do not become skilled at coaching, they will struggle to create high performance.  Learning how new managers can be better coaches is a key behavior of the best managers.

What Effective Coaches Do
Effective coaches:

  • Help their employees perform at their peak
  • Keep their employees fully engaged
  • Acquire a coveted reputation as a boss who cares about their team members and invests in developing their careers.

Five Ways New Managers Can Be Better Coaches
The sooner new managers can be better coaches, the faster they will create high performance. Here are five ways to fine tune your role as a coach to help your employees to continuously improve:

1. Remember It’s Not About You
You may be tempted, especially as a new manager, to make sure your employee recognizes how much you know and to highlight your own experience. But this is not the time or the place. The focus needs to be on the employee and the opportunity you can give them for self-knowledge and discovery.

Effective new managers help their employees to find their own answers rather than providing the solution.

2. Avoid Judgments
You may have observed an employee acting poorly. But instead of pointing out and judging the bad behavior, try to steer them toward understanding why they behaved in a certain way and how they might have handled the situation differently.

Your role as a manager and coach is to build the self-awareness capabilities of your team, not to criticize.

3. Don’t Take Over the Conversation
You may have great observations and lots of relevant stories to tell but doesn’t this approach smack of a lecture rather than a teachable moment? Check in frequently to see that the employee understands and is taking things in. Ask questions and listen well.

Your role as a manager and coach is not to provide answers but to lead your team toward self-revelation and improved behavior.

4.  Similar Situations Help Paint a Picture
Often employees are unaware of the effect their behavior has on others. If you can use a similar example of how someone else behaved, it may help them understand how they make others feel.  If they are impatient and interrupt team members during meetings, for example, try to find a time when they were treated similarly.

  • How did they feel? Discounted? Ignored? Angry?
  • Ask how they might share their comments in meetings in a more acceptable and positive way.

Your role as a manager and coach is to provide context to increase awareness and perspective.

#5. Tailor Your Approach.
Carefully consider the individual employee as you plan your coaching conversation. Too lengthy an explanation will quickly bore a “Type A” personality. Too brief a commentary will leave a detailed analytical type with lots of questions.

Your role as a manager and coach is to adapt your communication style to the style of your team member in a way that helps them to succeed.

The Bottom Line
New managers who learn how to give effective feedback, provide development opportunities for their team members and are interested in them as individuals are well on the way to gaining the trust, loyalty and commitment required to create a high performing team.

To learn more about getting the most from your team as a new leader, download Performance Pressure – How Much Should a New Leader Push Their Teams to Give More

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VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

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Chris Wells
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The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
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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.

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What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

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VP of Human Resources

Cutera

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

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