Manager as a Coach

As businesses continue to expand, the need for refined leadership skills and guide for the employees has become of paramount importance. Additional to their own work, the managers are also responsible for coaching their teams while keeping them motivated towards their own career and professional development. For this reason, as critical and important as managers are for the success of a business, their coaching skills and leadership skills have become equally as important, if not more.

Recent research has shown that coaching leads to better employee engagement as well as higher productivity. It helps the employees improve their performance along with their skill improvement and enhanced customer service.

What is coaching?
The Worldwide Association of Business Coaches, 2007, defined business coaching as ‘The process of engaging in meaningful communication with individuals in businesses, organizations, institutions or governments, with the goal of promoting success at all levels of the organization by affecting the actions of those individuals.’ Hence coaching influences and develops the employees’ skills, motivation and attitude towards their work as well as their organization, ability to perform, and the willingness to contribute to an organization’s goals.

Even so, effective coaching is much more than merely providing feedback to the employees in relation to performance. Managers who also coach their teams promote reflection and learning while encouraging employees to take ownership, to develop and to engage in the organization for which they work. It is further noted that employees who receive regular and significant guidance from their manager are three times more likely to be engaged than those employees who receive such feedback once a year or less.

While managers are expected to coach their employees, it is clear that managers need to be trained to do so. In contrast, a majority of managers, between 40% and 59% of managers report having no training at all. Further, 44% feel overwhelmed at work. This lack of training negatively affects their employees.
Unfortunately, only about one in four employees have confessed that their manager provides significant feedback to them, feedback that has helped them improve. Moreover, only 21% of employees have strongly agreed that their performance is managed and they are coached in a way that motivates them to improve their work.

It is, therefore, substantial that managers take ownership of their employee’s development.
As coaching skills become a valuable part of a manager’s skill set, managers can have a considerable impact on trust, awareness, accountability, and learning and on the engagement and performance of their employees. Coaching helps the managers to implement many of the demands as well as the responsibilities of their leadership. For this, however, managers need to be trained in coaching skills but also in understanding how to use and implement the said coaching in their role as a leader and in their organization. For the managers to succeed, their employees must succeed as well.

Greenlatte coaches managers with the help of professional coaches in coaching and providing substantial and useful guidance to their employees. They further help the managers to be better coaches as well as better managers for their employees. To know more it, call us at +9198190 48886 or drop us an email at vivekslaria@greenlatte.co.in
Swarnima Gusain is a writer at Greenlatte. She is a law student.

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ROI measures the amount of return on an investment relative to the investment’s cost. To calculate ROI, the benefit (or return) of an investment is divided by the cost of the investment, and the result is expressed as a percentage or a ratio.

It is important to set up a coaching engagement to create a visible impact to the business. This may be done by defining the right financial measures in an assignment.

We can help setup a coaching engagement to measure the business impact.

This release was published on openPR.