We must invest NOW more than ever in our people. I spoke with a person last week who was telling me his coaching style when coaching kids in youth sports. Now I bring this up because he is also a manager at a major company and he seemed to share his philosophy for both kids and his employees at work. He said "Sometimes you just have to let them really have it" meaning at times we need to yell at people to motivate them and light a fire so to speak. I slightly smiled as he continued to speak. He stopped and said " I take it you do not agree with me"? I said "Its not that I don’t agree with you because that’s your personal choice, rather  I subscribe to a different philosophy". Notice I did not argue or immediately throw my view at him in an attempt to prove him wrong or persuade him. He stated "I would love to hear what you do". I said would you mind if I asked you a question to allow me to share my viewpoint against what you said you were doing"? He said sure. I asked him "When you are letting your kids have it or your employees at work what are you trying to do?" Now, this is a simple coaching question but one that was very effective. He said "Well (with great hesitation I might add), I guess I am trying to motivate them". I said "Interesting what do they look like or what are their facial expressions revealing after you do this"? I would also add his response revealed he immediately lacked confidence in his approach with the words he used

A defining moment !

He said "Wow, my approach is at odds with what is actually occurring". I responded with "Maybe or maybe not but I would share with you that coaching people is about giving choices. Motivation is not something we instill in people, rather a choice they must make". He agreed. Now, if you notice I NEVER once told him he was wrong but with 2 simple coaching questions I created a perspective change and one he really stopped to think about. Weeks later he called me and shared he was providing equal if not more "pats on ther back" and said the change has been incredible. People are working hard and longer hours and with smiles on their face.

So what’s the message here? Kids and employees know for the most part when they are wrong or doing something sub par but if that’s the ONLY time they hear from their manager it can erode their willingness to perform better. If we do not invest EQUALLY in the good things I would challenge coaches, managers, and all leader types you have not earned the right to address the negative or constructive ones. Studies suggest motivation occurs when employees feel they are progressing in their jobs, but if managers are not engaged or worst yet only pint out the things they do wrong motivation can quickly become non-existent.

Suggestions Going Forward:

1. Say thank you to specific employees NOT for their results but their effort as it relates to specific projects or work.
2. Send thank you cards to their homes
3. Provide "public" appreciation so others can hear and see it so they recognize the feedback with what another employee is going - this helps employees gravitate to that action or behavior.
4. Challenge them with questions such "what do you think you could do to create even more success and how could I help you?" - imagine an employee getting this question and their perception of you!
5. Send emails to higher up executives asking them to send an email of appreciation to an employee.

Free Whitepaper on Coaching & Training Reinforcement : http://www.salesprogress.com/training-reinforcement–coaching–performance/