6 Coaching Skills Every Successful Manager Must Have

November 07, 2013, by Stephanie Messier | Performance Management

Some managers may attempt to coach their team while managing them. However, they may eventually realize that their employees continue to ask the same questions and fail to improve even after receiving feedback. Coaching can help to resolve some of these issues by facilitating their resolution.

In his book, The Advice Trap, Michael Bungay Stanier suggests that managers should reflect on what is important to them: being right, having all the answers or ideas, or allowing their employees to come up with their ideas through their thinking.

Why are coaching skills important to a manager?

The old adage of "Give a man a fish, and you will feed him for a day, but teach a man to fish, and you will feed him for a lifetime." This philosophy is firmly akin to that of coaching.

As a manager, it can be tempting to direct and tell people what to do to get things done quickly, but this approach does not foster personal growth. As a manager, Your primary focus should be developing your subordinates' skills by encouraging independent thinking, learning from experiences, and guiding them in reflecting on and taking action. Your coaching will stimulate their engagement and contribute to team performance and retention. If a subordinate leaves your team to pursue a career fully equipped with skills you have contributed to developing through your coaching, then consider this as one of your most significant accomplishments.

What is Involved in Coaching Employees

Many people, including those who receive coaching, often need clarification on what coaching entails. Here are some essential aspects to consider:

• Coaches concentrate on the employee's growth rather than just completing tasks.

• Coaching is not about "fixing" someone but helping them learn by understanding their thought process.

• Coaching involves asking open-ended and thought-provoking questions rather than just telling people what to do. This way, employees can develop their solutions and feel more engaged.

• Coaching involves setting clear expectations and accountability for actions and results.

• Coaching can happen now by taking advantage of on-the-job learning experiences.

• Coaching requires leading by example, modelling the correct behaviour, and being credible. These are essential components of successful coaching experiences.

Why are Many Managers Reluctant to Coach Their Employees?

Managers may be reluctant to coach for several reasons:

1. They believe coaching is time-consuming and may compete with tasks contributing to their workload.

2. They don’t know how to coach because they haven’t experienced being coached or have never been trained to develop their coaching skills.

3. They need more confidence in providing feedback or addressing performance challenges.

4. Their fear of conflict can contribute to managers not engaging in coaching discussions.

5. When they experience imposter syndrome , they believe they are not competent enough or doubt their ability to coach effectively. Link to this article on our website

6. Coaching may be perceived as an attempt to micromanage when there is a lack of trust between managers and subordinates.

Coaching Skills for Managers

Here are some tips for managers who want to behave more like a coach:

1. Use open-ended questions to enable the coaching process and encourage employees to think of their solutions.

2. Actively listen to the employee and meet them where they are.

3. Guide the conversation through powerful questions that help the employee identify solutions.

4. Avoid doing all the talking. Spend more time asking questions and listening. Remember, you have two ears and one mouth; use them proportionately.

5. Ensure your employee understands what is expected of them by asking clarifying questions such as, "If I understand you correctly…"

6. Invest your time in supporting the employee by providing continuous feedback.

Frequently Asked Questions About Coaching as a Manager

Why should managers focus on developing their coaching skills?

Understanding the importance of coaching skills is crucial for managers in fostering employee growth, improving performance, and driving engagement within the team.

How can managers effectively integrate coaching into their leadership style?

Providing actionable tips and strategies for managers to incorporate coaching techniques into their leadership approach can empower them to facilitate employee development, enhance performance, and strengthen team dynamics.

How can managers overcome resistance from employees to coaching?

Understanding how to address employee resistance to coaching can help managers navigate challenges and create a supportive environment conducive to personal and professional growth.

What resources or training options are available for managers to develop their coaching skills?

Providing information on available resources, training programs, and tools can assist managers in enhancing their coaching abilities and integrating them seamlessly into their managerial responsibilities.

Take Your Coaching Skills to a New Level

Coaching employees is a powerful tool as it acknowledges their individuality and gives them the power to take ownership of their development. It enhances their skills, improves performance, boosts motivation and engagement, promotes continuous learning, helps to build strong relationships, and contributes to retention and talent development. By investing time in coaching, managers can unlock the full potential of their employees and drive employee growth. Learn more about how HR consulting can help your team grow.