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
If you think new managers can be better coaches, then start by knowing that effective coaches:
Five Ways New Managers Can Be Better Coaches
The sooner new managers can be better coaches, the faster they will create higher 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. Use Similar Situations to Help Paint a Picture
Often employees are unaware of how their behavior impacts those around them. 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 people during meetings, for example, try to find a time when they were treated similarly.
Your role as a manager and coach is to provide the 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 How Hard Should a Leader Push Get Results
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.
VP Human Resources
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.
Michelle A. Mitchell
Vice President, Worldwide Human Resources
We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
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.
Firmware Engineering Supervisor
LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
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
Human Resources Manager
Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.
Chief Financial Officer
For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
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.
Firmware Engineering Manager
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
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
Business Development Manager
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.