Coaching is a training model used to develop employee skills, performance and career. Professional coaching can help develop employees on an individual basis. We all come from different backgrounds and have differing frames of references. Some people are taught professionalism growing up and others have no exposure to proper business protocol or etiquette. This is where a coach can help teach employees how to operate professionally and to achieve their full potential in the work environment.
This is even more important as an employee develops, grows and is promoted to higher levels. The higher someone is promoted in an organization, the more important the skills are in how they interact with others and behave in the work environment.
The main purpose of coaching is to develop the next generation of managers and leaders. It is important for the succession planning process to ensure smooth transitions when others either move up the ladder or retire. Leadership requires certain competencies for promotion and as one is promoted to a new level, the competencies needed to get them to that level are often different from the competencies needed at a higher level.
5 Areas that are coached in a professional environment:
1. Professional Communication
One of the arts of being an effective leader or employee is the art of professional communication and etiquette. Professional communication or lack of professional communication can either limit conflict in the workplace or, if unprofessional, can actually fuel conflictive situations. As an example, emails that are sent in the emotion of anger can send a negative message to the receiver of the email and actually create problems of hurt feelings and the response from those hurt feelings. A good coach can teach on how to communicate appropriately via email or how to discern when to pick up the phone and make a personal call instead of email, which can be misinterpreted.
2. Diversity Sensitivity
Diversity in the workplace and response to diversity is another area that can be coached. Whether we’re dealing with the opposite sex, someone of a different sexual orientation, race or different generation, we need to be sensitive to the thoughts, feelings and programmed responses from those groups. There are good and better ways to communicate with each group and a good coach can help an employee recognize how to respond appropriately and professionally. It’s amazing how a couple misspoken words can cause misunderstandings and potential strife in the workplace. Of course global diversity training is always a good idea, but some people, because of their personal frame-of-references, need one-on-one coaching in this area.
3. Productivity
Employee productivity is another area that sometimes needs coaching. Productivity is often tied to time management issues or skill competencies. It is important for the supervising manager to coach the employee on how to resolve those performance obstacles. This is, of course, tied to employee goals and ultimately the global business goals of the organization. Documenting coaching sessions and setting improvement goals for the employee is an important part of this process.
4. Career Tracks
Coaches can also help employees identify career tracks and map out plans to achieve those career goals. A good coach can recognize strengths and help an employee focus on strengths and develop skills to help them achieve career objectives. They can also teach them how to network and use professional contacts to assist them in exposure to professional organizations. A good coach is in it for the employee and has no personal motives and no selfish interest in the development of the employee.
5. Work-Life Balance
Coaches can help employees learn how to manage the balance between home and work responsibilities. This balance is important for employees and can affect their productivity if one or the other is out of balance. I tell employees that they need to keep their gas tank full because a low gas tank can affect the operation of the engine. Meaning, if we don’t take time to renew and refresh, it can affect how we function and operate at work. A balanced approach works much better for anyone who is in it for the long haul.
Coaching should be an elementary skill for anyone in management. Good coaches are able to provide honest feedback and are comfortable pointing out areas that need improving. Executive coaching is sometimes done through the human resource department or outside consultants.
Effective coaching can address and help solve performance and behavior problems with employees. A good coach will recognize quickly if an employee is open to being coached and if they are making improvements in targeted areas. They help the employee think through problems and figure out how to come to their own solutions. Often a coach will use their own personal experience and perspective as part of this process to personalize it. Unfortunately, not all employees are open to this and may not make necessary changes. It is through this process that under-performers can and should be weeded out. It makes no sense for an organization to carry employees who have no desire to improve and are dead weight to the organization.
One of the most rewarding parts of managing and coaching people is to watch them grow and develop professionally. It is very similar to raising children and watching them blossom into happy productive adults.
