The Progress Coaching Blog

    The Two Major Reasons Managers Really Do Not Coach Their Employees

    August 29, 2018 Posted by : Tim Hagen
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    We hear it all the time "I don't have time to coach my employees" or "our industry is really different and our managers are working managers" or "we hire really good people" or ???

    The fact of the matter is some of the aforementioned reasons certainly have some merit but what if managers could creatively build their own coaching programs and apply coaching strategies even when they're physically not present? What if managers were really taught how to address the two major reasons why they do not coach and provided real world assistance and support? 

    What if there was a support system that taught managers specific conversation pieces that made the coaching process easier?

    The two reasons why managers don't coach are as simple as the following:

    1. They don't know what to do after the training
    2. They don't know what to say (lack conversational excellence)

    As simple as this sounds we can train managers on how to coach all day long but once they go back to their desks or their field of employment they now have to go through the application process which includes knowing what to do as well as what to say. This is typically were managers will struggle. Managers are faced with so many situational challenges today like never before. First, we have this younger age group coming into the workplace who want feedback immediately as well as a promotion by next Tuesday. We also have an aging workforce who just want to do their job and be left alone and certainly not coached, yet we need them to be as productive as ever. We also have top talent who we need to retain and grow and provide career based coaching conversations because unemployment is low and they have more choices than ever. These are certainly not the only things facing managers but you get the idea there are so many situational challenges. Without the knowledge of knowing what to do as well as the skill of having such conversations associated with the situational challenges organizations will be faced with talent development issues both short-term and long-term.

    If you are interested in learning how Progress Coaching can help your organization go way beyond training and provide your managers with real world support specific to developing coaching programs that makes sense for each manager as well as providing them support to adopt conversational excellence check out our train the trainer program.

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    About Author

    Tim Hagen
    Tim Hagen

    Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

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