It’s no longer good enough to have a strong organization or culture, the individual managers need to evolve their focus and become coaches–through performance coaching.
By Melissa Carson, GPHR SHRM-SCP, Founder; Consultant; Coach, Crim Dell Consulting, LLC
The changing workplace and workforce
Over the past century, management practices have needed to change significantly. The world of work has evolved from primarily agrarian to factory work to knowledge-based work and now is significantly influenced by technology and innovation.
It’s no longer a requirement that everyone works in the same place with a fixed schedule…teams may never or rarely meet each other if they’re based in different time zones, countries, and work schedules.
The best talent can come from across the globe and not just from down the street. Multiple generations in the workforce have also influenced what it takes to lead in today’s work environment.
In the past, it was standard practice for managers to provide specific, direct oversight to how everyone accomplished the tasks at hand. In some cases, you’d suspect a lack of trust and a belief that if no one was watching constantly, the work wouldn’t get done.
Much of today’s workforce is not looking for that oversight! They want to know the destination and then figure out how to get there in the best possible way.
The manager’s role is changing
Recent research has highlighted the criticality of the manager’s role in creating and leading a high performing team. It’s no longer good enough to have a strong organization or culture, the individual managers need to evolve their focus and become coaches–through performance coaching.
In today’s work environments, it’s become more important for that manager to focus less on day-to-day supervision and more on coaching employees to be better performers; focusing on how they can be better tomorrow than they are today. This coaching focus will also enable the managers to get the maximum value from the diversity of their team.
Today’s manager’s can learn a lot when focusing on what successful athletic coaches do with their teams.
Performance coaching increases job performance
I’ve identified 11 performance coaching actions that managers can take to increase the overall performance of the individuals and the team. If you reflect on a coach that you’ve worked with for yourself or for a family member that built a great team, I think you’ll recognize at least a few of my recommendations.
- Coach with passion
- Set the expectations
- Show what great looks like
- Know each player’s/team member’s strengths
- Coach the whole person
- Believe in the capability to succeed
- Foster 2-way communication
- Know the competition
- Focus on collaboration
- Celebrate the successes
- Learn from the replays
Consider this list and which ones you are actively doing today.
What practice could you add that would enhance the performance of your team?
Wouldn’t you rather be coached than managed? Doesn’t it feel more empowering?
Start performance coaching today!
About the Author
Connect with Melissa Carson on LinkedIn
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Join Melissa at her HR West 2020 session, The Decline of supervision and the Rise of performance coaching. on Wednesday, March 11th at 10:40 a.m.
About HR West 2020
The HR West Conference shapes the future of HR together with the HR community. HR attendees and participants are thriving, in-the-know HR professionals and providers, always striving to stay ahead of what’s next and what’s to come in the HR profession.
The HR West Conference has convened annually for 36 years in the San Francisco Bay Area, attracting professionals from across the country, with a heavy presence from the Silicon Valley companies and their HR experts. These HR experts represent some of the most seasoned HR professionals who deliver on some of the biggest HR demands in the profession since they practice HR in California and around the world.
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Learn more about HR West
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Register for HR West 2020!
March 9-11
Oakland Convention Center
Oakland California #HRWest20
