The workplace has definitely changed in the last twenty-five years. You have probably noticed the changes in technology and the increase of Generation-X managers in your organization. But what you may not have noticed is the shift in employee expectations of management. They are no longer satisfied with the “command and control” mentality that dominated management thinking in the 20th century. Employees are now looking for collaborative relationships with managers which ultimately, if done correctly, result in a savvier, more professional employee.
“Coaching” is used to describe how managers can structure their employee relationships in a more collaborative way. However, this technique is not limited to managers. Many organizations have their own Executive Coaches, and coaching can also happen between peers. Every position within your organization, from executives to interns, can benefit from coaching.
Management Concepts embraces the “Anytime Coaching” model. This model focuses on coaching in the moment, and incorporates four practices:
– Observe: View situations from a new perspective so that you are aware of the meaning behind others’ words.
– Inquire: Ask insightful questions that get to the cause of others’ behavior.
– Listen: Listen intently so that you can understand others’ needs.
– Respond: Engage in conversations that result in clear and achievable expectations.
Coaching is a powerful tool for managers and supervisors. It enables you to address performance gaps in a way that achieves the results you are looking for, while strengthening the manager-employee relationship. For more information about coaching employees for day-to-day performance improvement, take our Anytime Coaching class.
Jarar, check out my post on Complexity Leadership Theory and 21st century management on govloop.