Coaching builds trust and morale in your team
At the same time as building long-term capability for better performance, coaching fosters an attitude of respect and empathy – between people at the same level as well as between employee and manager. The manager-employee relationship becomes more adult to adult and less autocratic.
People will feel less defensive, more at ease, and more identified with their team, so will be more willing to support their fellows.
Greater openness means people don’t ‘hide’ problems
While coaching is focused on improving performance, it is more tolerant of initial failure than traditional ‘command and control’ models of management. Mistakes are viewed as opportunities to learn rather than occasions for a reprimand.
That means that your team members are less likely to focus on covering themselves and concealing problems from you until it’s too late for you to do anything about them. Instead, they will feel able to notify you of potential problems as soon as you need to know.
People come to you with solutions not problems
Do you find that your team members take up a lot of your time checking decisions with you and asking to solve problems, leaving you less time to get your other work done?
Coaching encourages people to find their own solutions rather than telling them what to do. This encourages them to think about solutions before they ask you – often they will solve the problem or make the decision by themselves.
They will also take more responsibility for their work and their own development. Coaching encourages people to bring the whole of themselves to work, so are more able to fulfil their potential.
A small investment of time in coaching now will save you effort and improve performance in the slightly longer term.
Result – you have more time and less stress!