Now I'm an avid Green Bay Packer fan but I have to tell you to watch what the Chicago Bears went through this year was painful. They are a storied franchise with a lot of history much like the Packers. But watching their discord from a leadership perspective this year was startling. When a coach undermines one of his players by telling the press negative things is much like when a manager does not coach or address an employee but tells other people within the company only to have it get back to the employee. This lack of alignment causes not only great discord between the manager and employee but undermines the whole element of what a true team is. I am not a Jay Cutler fan as he demonstrates an attitude of malcontent and non-cooperation; therefore, it’s imperative the coaches realize who they are coaching. To undermine the quarterback such as Jay Cutler and his attitude only validates and supports the very behavior people have tried to change for years.
This leads me to the topic of trust. Trust is a very nebulous and brittle concept. When players hear their leaders or coaches talking negatively about them whether they are mentioned by name or as an anonymous source no one in their right mind can say this will have a positive impact. It's amazing to see a leader go outside the ranks of the team and provide an opinion to the press knowing full well you can only be damaging the team and the player. Once the offensive coordinator did this to the Bears quarterback the head coach is put into it precarious situation. Perception is reality and when the coach does not come out to reprimand and / or fire the coach he has in a sense supported those comments intentionally or unintentionally.
This is a really interesting topic. No time is also viewed to employees as "My manager does not care." The top performers believe this as much as struggling performers do. Second, when managers say they don't have time to coach, I typically challenge that with "You already coach your employees." They usually look surprised, but I say to them "You send a message every day that prompts them to stay or leave the company." Your message of silence, if you do not coach, is heard loud and clear. Read through the white paper below to find out six reasons why managers should not use a "lack of time" as an excuse for not coaching:
As I have mentioned before in previous blogs, coaching is something that should be done daily. It is easy to put coaching on the backburner because of other responsibilities. However, it is important to coach when the opportunity presents itself. This will continuously help your employees reach their full potential. Coaching shouldn’t be done only when you have time for it as it can be done in short spurts throughout the day. Here are some tips to help make your coaching efforts with your employees more effective while working toward the goals set for them, as well as, the company.
- Business coaching is a process NOT a destination. Don’t get hung up if you don’t see the progress you’re looking for right away, keep trying.
- Only target one or two performance areas at a time. More than that is just too much for someone to handle and be successful with.
- Coaching is about being proactive, while management is about being reactive. Keep your eye out for potential areas of need with your staff before they become too big an issue to tackle.
- A good coach encourages their team to develop and grow while a manager lets them maintain the status quo. Always strive to help your team get better, even if they seem to be successful. There is always room for improvement. Leverage positive reinforcement as a major tool to open employees’ minds to the area they need to improve.
- Resist the urge to use the “let me show you” or “this is what I would do” tactic. Let the employee own the task or the change needed. You should help facilitate dialogue that lets them come to the solution on their own.
- Schedule your coaching sessions and maintain the schedule. The key is to ask questions, perform activities such as practicing or role-playing. Lastly, assign short learning projects for completion after the coaching session for the employee to take ownership of.
Change is hard. People avoid it. It's rarely embraced. It's tough to get people to even look at things that require change. It's also important coaches understand that change needs to actually occur before desired results occur.
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Coaching sales teams is not easy. What is a manager to do? This free and 100 % educational webinar may help!