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Most leaders are very comfortable in managing the day-to-day performance of their direct reports. Leaders within your organization were likely promoted from within and have demonstrated mastery in their technical area. As your organization grows there is a need for your leaders to evolve from telling or using a directive leadership approach to coaching which relies more on asking thought provoking questions. Your managers and leaders no longer have to have all of the “right” answers but they need to know how to ask the “right” questions.
Leaders would not be where they are if they did have the skill to manage the day-to-day activities of their teams. Leaders often have to wear multiple hats that include both managing the performance of the team and taking a role in the development and growth of the team members. Leaders that Act more like coaches help to develop the growth of your team members as a way of supporting and meeting the overall objective of the organization and the team. Performance still matters. Deadlines still matter. Leaders as coaches learn help the team members become more aware of any issues or beliefs that may be holding back progress toward their goals.
Leaders that act more like coaches help to build the problem-solving capacity within your organization. This approach helps your employees become the best version of themselves which increases their level of productivity. The objective of today’s show is to provide some context and next steps in helping your leaders expand beyond the concept of management of performance to include coaching for growth and development.
What You Need to Know - The What
What You Need to Do
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Written by James Bryant
new choice for BUSINESS SEARCH
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