Job Coaching To Get The Best Performance From Your People

Job Coaching is perhaps the most effective method of increasing performance available to managers, team leaders, and colleagues.

If you wish to improve the skills of your employees and get the best performance from them, you must plan to observe them and provide them with feedback. If you're like most supervisors or managers, you have limited time and are looking for employees to become proficient - and independent - faster.

Why Coaching Is The Way To Go In People Management

When you hear the word “coach”, what comes first into your mind? Do you picture a basketball team with a man/woman shouting out directions? Or perhaps a football team with a man/woman pacing to and from and calling out the names of the players?

Job Coaching is not much different from coaching sports teams; it is now one of the key concepts in leadership and management. Why is coaching popular?

Coaching levels the playing field.

Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behavior or role that leaders enforce in the context of situational leadership. As a leadership style, on the job coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization. This involves two levels of coaching: team and individual. Team coaching makes members work together. In a group of individuals, not everyone may have nor share the same level of competence and commitment to a goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can cause friction among the members. The coaching leader helps the members level their expectations. Also, the coaching leader manages differing perspectives so that the common goal succeeds over personal goals and interests. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.

Coaching builds up confidence and competence.

Individual job coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staffs. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.

Coaching promotes individual and team excellence.

Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Members eventually learn the habit of constantly assessing themselves for their strengths and areas for improvement, so that they themselves perceive what knowledge, skills, and attitudes they need to acquire to attain team goals. In the process, they attain individual excellence as well. A good example would be the case of a musical orchestra: each member plays a different instrument, but in order to achieve harmony of music from the different instruments, members will rehearse their own individual piece, as well as practicing as an ensemble. Consequently, they improve individually as an instrument player.

Coaching develops higher commitment to common goals.

A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals through job coaching can help sustain the increased motivation and commitment to common goals of the members.

Coaching produces valuable leaders.

Leadership by example is important in on the job coaching. A coaching leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. By vicarious and purposive learning, members catch the same good practices and attitudes from the coaching leader, turning them into coaching leaders themselves. If a member experiences good coaching, he/she is most likely to do the same things when entrusted with formal leadership roles.

Some final words of caution though: on the job coaching is just one of the main tools of leadership. It can be done in combination with the other leadership styles depending on the profile of your team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well.

Even though you will have limited the coaching to working on a few strengths and areas for development, you should briefly summarize the discussions, focusing on what the 'coachee' will do differently the next time. This will cause the most important issues to remain fresh in his/her memory. You can also support the changes by saying: "I think that those changes will help to make your next call go even better."

Did you just get promoted to a leadership role and have no real idea how to manage a team?

Or maybe you're already a manager but your team need job coaching because your boss is not impressed at this stage. What you need is to understand the differences between leader or manager and how you can become the leader.

Find out about the Career Confidential Coaching Club special trial offer.

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