When managers create an environment that helps empower their employees, some employees will jump on the bandwagon and act empowered right away. But many of them just don't have the confidence to risk failing or take actions without consulting a supervisor every step of the way.
Your employees aren't the only ones performing their jobs. As a manager, part of your duty is ensuring that other people's work gets done. So when staff members become unproductive, unmotivated or disruptive, your first thought should be, "How do I get things back on track?" The answer to that question almost always involves coaching. Join us Friday, November 4, for Coaching Skills for Managers & Supervisors.
Here is a seven-step model for coaching and motivating employees. It will help them build the confidence they need to empower themselves to make decisions and take risks:
1. Help them figure out what they're good at (or not good at). Are they risk-takers? Do they believe they control the things that happen in their lives? Once they understand their own personality traits, they can address their weaknesses and gain confidence. Some managers give employees a self-assessment tool so they can use it on their own computers and keep the results private.
2. Set goals for behavior changes. Someone who wants to be less risk-averse, for example, could set a goal to take chances during an upcoming project. If possible, tie some sort of perk for the employee to achieving that individual goal.
3. Encourage employees to invest in themselves. The employee who goes to grad school at night or who accepts a special project outside of his normal responsibility is making a sacrifice that will probably pay off. Encourage employees to embrace opportunities by rewarding them for their choices.
This 75-minute webinar will teach you when coaching is needed and why managers sometimes avoid these conversations. You will also be given specific strategies for conducting a successful coaching discussion, dealing with difficult employees, and following up to ensure success. Plus, speaker Marie McIntyre will cover what to do when coaching doesn't work. Register now!
4. Reward risk-taking. Make it OK for employees to step outside of their comfort zones without fear of ridicule or punishment—even if they fail. Many workers are afraid to speak up for themselves, present a wild idea or challenge the status quo. That's especially hard these days. If employees are punished for failing when they take risks, they stop taking them.
5. Work collaboratively. Employees are more likely to achieve their goals or make changes if they let others in on their plans. Managers can help employees get on track by serving as coaches and making resources available.
6. Constantly evaluate and give feedback. Employees have to be able to measure their progress against their goals when they try to achieve self-empowerment. However, most don't know how. Help your employees develop performance measures. Offer consistent feedback as they work toward change.
7. Foster continuous improvement. Positive reinforcement is the way to do that. Tip: Offer reinforcement, feedback and opportunities for every employee to practice new behavior that moves the organization forward.
In every management job, coaching challenges occur on a regular basis. New employees confront learning curves, seasoned staff members tackle unfamiliar tasks, and difficult employees create workplace problems. But since no one is born knowing how to be a coach, managers must learn the specific skills and techniques required to handle these situations effectively.
Marie will cover the following topics in Coaching Skills for Managers & Supervisors: - The 5 most common coaching roadblocks
- Quick Quiz: What are your personal barriers to coaching?
- Understanding and using the performance distribution curve
- Why "wimpy managers" aren't really managers at all
- 7 specific causes of employee performance issues
5 coaching challenges: Newbies, Androids, Power Grabbers, Clingers, & Divas- "Management presence": the key ingredient for coaching success
- The difference between developmental coaching & remedial coaching
- How managers sometimes contribute to performance problems
- Improving employee performance by shifting your leadership style
- The 10-step formula for an effective coaching discussion
- How to engage an employee in the coaching process
- Managing employee diversions: keeping the coaching discussion on track
- Following up: the secret to coaching success
- When to employ corrective action instead of coaching
- When coaching doesn't work: Slackers, Square Pegs, & Poisonous People.
Join us November 4 to find out all the secrets to effectively coaching others to improved performance.
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