Coaching is a
difficult skill for many leaders to acquire. It’s vague and slow. Leaders tend
to want to move quickly toward defined goals, reach those goals, and
immediately move on to the next set of goals. Coaching is frustratingly elusive
to understand and seemingly convoluted in the doing; it is much easier to
direct than to guide.
However,
being able to coach is a critical skill in helping employees develop a Lean
Thinking mentality. Being taught what waste is, is one thing, discovering how
to see it is an enriching experience and more likely to stick.
Coaching
is the process of preparing your employees to succeed. It is an ongoing,
two-way process that involves using constructive, consistent feedback to
reinforce positive behavior, resulting in improved performance.
You
develop leader/coaches the same way you coach; by helping them discover what
coaching is. Leaders need a collaborative and engaging style management. This
approach focuses on developing employees in order to achieve business results
rather than managing their every move. The mindset of the coach is to create an
environment that fosters learning, independent thinking and opportunities to
contribute.
Important
coaching behaviors to emphasize are many: being open and honest, taking risks,
empathy, reflecting, linking coaching and performance, asking open-ended
questions, providing emotional support and supporting self-discovery. Coaches
are a role model for others. They are excellent listeners and communicators,
providing perspective and encouragement while also setting high standards and
expectations.
Becoming
a good coach is not being taught how to do it, but experiencing how to do
it. The coach doesn't want to be seen as
a solution provider. Rather, they want to be seen as a facilitator, paving the
way for the employee to achieve their results.
The
best way to empower employees is not to manage them. Coach them to success.
This is a process of developing their skills and providing them specific
feedback to meet high standards. Employees want to be on the same team with
their bosses.
Coaching
is one of the premier skills of a good Lean leader, but one that is often
overlooked. A leader whose goal is to help employees fulfill potential must be
an exemplary coach.
Really encouraging. Thank you.
ReplyDeleteEnjoyed the post, Tim. I'm curious about your thoughts on measuring development. Such questions came up at a recent conference - "how do I measure development?" Maybe the assessment just has to be gauged by work results, progress in pdca thinking, and with one-on-one interaction.
ReplyDeleteHi Tim
ReplyDeleteCoaching which is actually growing and developing your people while managing them to obtain the greatest performance is what business leadership is all about, unfortunately to many people think that all you have to do is set goals, and get rid of those who fail to accomplish their assigned part of the goal. Coaches always have a goal in mind, which is succeeding. What many forget is that getting to the goal takes developing your people, and managing them in a way that allows them to perform their individual and team roles.
The only athlete, coaches stop trying to develop is the one about to be cut from the team.
As to answer Chet question. I have never heard of or witnessed any real tool to measure peoples development. But as a general rule if you don't see them growing and doing new things, and at the same time doing those things they did before better, than either they aren't growing, or you aren't giving them the chance to grow. Getting growth from people also requires that you give them a honest chance to do new things.