Content:
Management Coaching, Manager as Coach, Leadership Coaching, Management
Coaching, Employee
Coaching, Manager Coach, Management Coaching and Leader Coaching, Coaching Culture, Manager as
Coach, Management Coaching and Employee Coaching and Management Coaching, business coaching management, manager as coach, coaching managers,
management coaching and leadership coaching,
management coaching programs, coaching tools,
manager, management coaching
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Management
Coaching /
Executive Coaching -An Overview:
Organizations in the midst of today's changes need coaching at the
executive and the manager level to effectively communicate and facilitate
where the organization is and where it is headed. In addition to
educational development and experience, long-term successful leaders need
honest, objective feedback.
Coaching
is also needed today more than ever as a critical tool for successfully
engineering organizational change. Change is essential for an
organization to grow and adapt to today's rapidly shifting marketplace,
but people and organizations are naturally resistant to change. Coaching
can facilitate productive change in persons, teams, and systems by
enabling leaders, managers, and employees to uncover potential that
might otherwise go untapped.
Successful
companies focus on the ‘measurables’ of performance, such as profit,
productivity and customer satisfaction. Yet there is a growing
recognition that world-class organizations recognize that these
measurements are the outcome of performance rather than the cause. They
tend to focus on leadership practices, cultural factors and the learning
and development practices that drive performance.
Management
Coaching
is not a fashionable alternative vehicle of managerial control.
Leaders do not have time or capacity to control anymore. They
have to empower, to delegate to create a culture of responsibility and
self-generated actions. Coaching and leadership, in many ways are
synonymous. Both work
through relationships, through dialogue and work towards possibilities
and growth. It is not
simply a matter of learning techniques. Coaching is not a technique. It
involves a way of viewing the world, relationships and the organization.
Management Coaching then is a distinct way
of communicating, relating and acting based on the commitments of human
beings to accomplish more than has previously been accomplished. It is
about breakthroughs - about producing unprecedented results in
organizations and work in any field. Coaching is about working with
people to show them new possibilities and assist them in taking actions
previously not obvious to them. Coaching is the capability to alter or
shift the structures of interpretation, the context, the ground of being
within which people normally operate. In this sense, introducing
coaching competencies into an organization is a very powerful strategy
for modifying or creating a culture which is more adaptable to change
and growth.
Most Managers/Leaders/Supervisors/Team Leaders believe they are
providing performance oriented coaching by simply providing
positional technical skills training and feedback.
Many recent studies have shown that “Technical Skills” (our
natural skills and learnt skills through training and experience)
only represent at best 20% of the input into our performance.
The remaining 80% which affects our performance comes from our
"Personal Skills" (those crucial other elements such as
our thinking and our behavioral aspects -such as: Ability to
choose or make a decision, Assertiveness, Authenticity, Commitment to
grow, Concentration, Emotional stability, Enthusiasm, Judgment, Energy
level, Resourcefulness, Honesty, Integrity, Open-mindedness,
Optimism, Persistence, Performing well under stress, Reliability,
Self-confidence, Self-control, Self-reliance, Self-respect, Initiative
or drive etc). Few Managers/Leaders understand just how deep
rooted their own behavior patterns are, let alone how to positively
change them in other people.
Peak performance coaching tools
and techniques.
To create lasting performance change it
is necessary to first understand the positive and negative influence that a
person's Personal Skills has on the execution of their Technical
Skills. Only when we fully understand a person's behavioral patterns
and create positive self-managing coaching strategies can we
assist a person to create lasting performance change.
Management
Coaching provides an answer to some new challenges facing today's
leaders.....
How do I know if my commitments and actions are aligned?
How do I sustain momentum?
I am committed to learning and development but I need to find more
time for reflection about what I do and what I really care about.
As a leader, I need to commit to do things I do not know how to do.
As a leader I need to be listening beyond what is actually said. I need
to be listening in a new way if I want to gain access to new
possibilities. But how do I do this? What is missing for me to achieve a
breakthrough?
What new competencies should I be learning?
Training senior
managers to coach produces breakthroughs in their capacity to meet today's organizational
challenges and to empower others in their
work environment. Managers learn that by being a coach they can
modify or create an organizational culture that is more adaptable to
change and open to new possibilities.
Learning
to Learn. Learning to Lead
-Coaching as a common learning platform for leaders and their
co-workers
One of the the keys to changing behavior is “learning to learn” from
those around us, and then modifying our behavior on the basis of their
suggestions. By not relying on coaching exclusively
provided by designated internal or external coaches and
teaching leaders to coach and reach out to co-workers, to listen
and learn, and to focus on continuous development, both the leader and
the organization benefit. By engaging in self-coaching and not
just acting as a coach with their colleagues, the leader is
leading by example through displaying a commitment to ongoing
self-improvement (the need to get better).
Managers
as a Coach learn how to:
- INCREASE SELF-AWARENESS BY TUNING IN TO THOUGHTS AND FEELINGS.
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- CHOOSE
WHEN AND HOW TO TAKE ACTION.
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- SOLVE PROBLEMS CREATIVELY.
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- LISTEN
TO FEEDBACK,
INCORPORATE CONSTRUCTIVE CRITICISM.
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- UNDERSTAND
AND RESPECT THE OPINIONS OF OTHERS.
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- MAKE
APPROPRIATE REQUESTS OF OTHERS.
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- SET
LIMITS, SAYING
"NO" WHEN NECESSARY.
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- INCREASE POSITIVE ENCOUNTERS WITH
OTHERS.
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- DECREASE
HOSTILITY AND DEFENSIVENESS.
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-
REDUCE
STRESS
AND
NEGATIVE EMOTIONS
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Direct
Benefits to the Organization:
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Managers
obtain a clearer sense of their commitments and those
of their organization, in a way that increases
alignment, enrolls people in new possibilities, reduces waste
and achieves measurable gains in individual and organizational
effectiveness.
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Managers become
more competent in generating and maintaining effective
relationships, both professional and personal, resulting
in increased levels of trust and accountability in the
organization.
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Managers
expand their understanding of organizational and
interpersonal dynamics (including moods and recurring
patterns of behaviour and culture) in ways that enable them
to empower themselves and others to achieve results.
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Managers will
be able to help others expand their levels of
responsibility and their capacity for initiative and action,
resulting in people taking greater risks to produce results
aligned with departmental vision and leadership.
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Managers become
more effective as a manager and leader by
understanding and adopting the proven principles of coaching and
empowerment.
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Managers
will begin to develop
the kind of unity and team spirit that enable powerful
work relationships to achieve unprecedented results.
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Some
Leadership Challenges where coaching is invaluable:
Categories:
- Corporate financial health and fiscal responsibilities.
- Consistent financial returns are more difficult to get in a
highly competitive global market
- Strategic alliances to leverage financial resources
- Insuring your organization is a compelling place to work to
attract and retain high quality human capital
- Organizational Change and Chaos
- Handling the speed of chaos. Staying ahead instead of up with
- Potential mergers, acquisitions, and sizing issues
- Accelerated change causing turbulence
- Succession planning and implementation
- Managing myriad details
- Resourcing time to manage details
- Leadership challenges (team, collaborative approaches, board
responsibility)
- Clarity of vision and focus and buy in from the troops
- Daily and long term agendas
- Performance Issues (Self and Team)
- Managing stress and burnout issues
- No longer challenged
- Blind spots
- Performance in the job
- Building relationships
- Missing skills and/or competencies (content skills:
strategic and implementation, effective management and process
skills: communication, facilitation, relating, presence)
- Balance of personal and professional life
- Lonely at top, no one to talk to, no truth saying or
feedback
- Career/Leadership development (mature leaders, emerging
leaders, star "fast trackers" and independent
contractors)
- Shift from technical to management to leadership to
fostering leadership
- Personal mid-career transition
- Balance of life (never enough hours)
- Balance of multiple intelligences (Head, Heart and Feet)
- Self-care
However, organizations are not
investing enough in helping their managers/leaders develop
cutting-edge coaching skills -with some significant bottom-line
consequences.
In a
recent large industry-wide study it was found that most managers reported
that they were confident in their ability to coach. However, the
study showed that the managers'/leaders' skills levels as coaches were
typically poor and that as a consequence they were not nearly
as effective in their coaching as they believe themselves to be. Often
times, they believed that coaching consisted of providing
1-to-1 instructional feedback to their staff members on what
to do in a given situation -but, that's not coaching, it's managing or
counselling. A well-trained Manager/Leader as Coach supports their
staff by using advanced developmental and learning tools and
providing them with personalized self-coaching strategies to
achieve sustainable results.
Summary:
Manager
as Coach
In
an increasingly challenging economic environment it isn’t sufficient to have supervisory and management
skills. The most successful managers understand that in an environment
of teamwork and empowerment coaching skills are an essential skill set.
The new contract between the worker and the organization assumes the
employee will be given development opportunities.
To retain the brightest and the best the manager needs competence in
developing people, evoking excellence and creating a culture of
continuous learning.
Management
/ Leadership
Coaching
We
need more leaders if we are going to succeed at creating a tomorrow
that sustains us. And we need leaders who have committed to
internal mastery, who know themselves and bring their best selves
forward on a daily basis. Here is where coaching comes in. To
develop a leader, we need to continually develop them
as a person – someone who has not yet tapped all of his or
her potential, someone who still has many qualities to bring forward.
Leadership coaching helps to…
- expand leadership skills, knowing that the skills that have allowed you
to get to where you are may not be enough to sustain you as you
move forward in your career
- lead from a
breakthrough mentality vs. maintaining the status quo mentality
- find new and
productive ways to manage the interpersonal aspects of leading
others
- find
powerful ways to influence others, whether up, down, or across
- create
leaders around you
- create a
vital sense of purpose and act in accordance with your values
- find ways
out of the distractions and urgencies of daily work, and ways into
working, living, being and “leading on purpose”
- manage
transitions, new responsibilities, and celebrate successes
- offer your
most authentic, talented self to your peers, subordinates, and
organization
Some Benefits of Creating a Coaching
Culture
- clearer vision and buy-in by employees
- better matches between employees and
their jobs
- increased productivity
- creative business breakthroughs
- more success at new ventures
- greater employee retention
- greater focus on priorities
- more productive relationships,
internally and externally
- sharper sense of organizational
“being” and competitive advantage
- decreased stress, increased morale
Note:
One of the first published case studies (Mold, 1951) on the effect
of coaching was on Managers as Coach. The case study
focused on creating a coaching culture and involved each manager being
coached by his/her superior. The program objectives, including the manager's
exploring and accepting their emotional competencies, such as fear and
aggression, were all met.
According
to NASA: -
"In every field of human endeavor in which performance is
key, coaching is integral to helping shift an individual's mindset,
approaches, and behaviors to ensure more effective action and greater
business success. It's all about company and employee strengthening and
growth. In their new groundbreaking text book 'Behavioral Coaching' Zeus and Skiffington
outline some of the key benefits of organizational coaching ..and the
types of executive coaching." -Your
Strengths are the Paths to Excellence. National Aeronautics and Space
Administration -Report. Issue 24. -E. Saxinger (NASA Work/Life
Program Manager)
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Managers expected to coach workers
every day
Nearly nine out 10 firms expect
their managers to deliver coaching as part of their day-to-day
work, according to a new survey by the Institute of Personnel
and Development.
The vast majority of employers
believe coaching can deliver tangible benefits to both individuals
and organisations, said the Institute. The majority of
employers planned to increase the use of coaching over the next
few years, it added. The research also found that coaching provided
by a manager or supervisor is becoming increasingly
popular as the value of sustainable on the job learning
is recognised in the workplace. However, research also suggests
that if coaching is to deliver these significant benefits,
employers need to ensure that their line managers are provided
with up-to-date Manager-as-Coach training to be able to deliver the
results.
-Training &
Development. - Management Issues News |
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The Behavioral Coaching Institute's
- 'Manager/Leader
as Coach' -Workshop Training Manual
-
for
In-house and external Trainers, Consultants, Coaches
etc:
.- Licensed
users are able to re-brand the course (contains over 30 extensive
modules) with their own name and re-format the material to create
short seminars or workshops or longer certificate courses etc ..read
more..

- The Behavioral Coaching
Institute's (BCI) -Individual (1to1) or on-site,
customized coach training for your Organization!
Onsite training is a cost-effective, efficient, and convenient way to
train your employees. By customizing the coach training to meet your needs, you can ensure that everyone in your coaching team is on the
same page and uses the same coaching methodologies and shares the
same knowledge about the latest coaching technologies and practice
trends etc. See:
On-site customized courses
Courses can be conducted at your
facility, our facility, or another location of your choice. Training is
delivered in a format that best meets the needs of your organization,
whether that's week days or weekends. The Institute's
Certified
Master Coach course content surpasses that of any comparative course -in any
terms. The Institute's expert Faculty Team have the
international experience to answer your most challenging issues and is
able to facilitate hands-on learning interactions that relate to
your specific
Bring 'World-best
standard' Coaching into your company
-for Human Resource and Leadership Development Executives
Let's face it. As a HR or L & D Manager, running your own coaching
programs can sometimes be unnerving. It's comforting to have the support
of others who've experienced the same problems, concerns and issues …
and the same opportunities.
Whether you are just getting started or in the middle of a program
design or already have a coaching program that is generating
positive results -the Behavioral Coaching Institute can
provide you your own coaching mentor and resource provider
to guide you through the steps of establishing and managing a
'world-best standard' organizational coaching program. |
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Content:
Management Coaching and Leader Coaching,
Coaching Culture, Manager as
Coach, Management Coaching and Employee Coaching and Management Coaching, Management Coaching,
Manager as Coach, Leadership Coaching, Management Coaching, Employee
Coaching, Manager Coach, business coaching management, manager as coach, coaching managers,
management coaching and
leadership coaching,
management coaching programs, coaching tools,
manager, management coaching
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