Hilary,
an excellent point is made here regarding the pulling of the coaching conversations into delegation. If I know what an employee wants to develop, I'll have a better feel of what I should delegate to him/her.
Ryan Meers, Ph.D.
I completely agree.
I am currently in a position where I am a lead instructor, but I am also the acting program Director as mine is out for a short time. I am finding that walking the fine line between "manager" and "coach" is very challenging. However, I feel as if I am most effective with my roles being split. It is here that I am able to encourage and support where I can see from the otherside our weaknesses are. I am continually enbcouraged that the role of coach is so important and allows for the growth of the employee and allows for better delegation when you are the manager. If you have helped to encourage support and build a team that has trust then all parties are happy.
Kellie,
this is well stated. Coaching is a much more involved & long-term discussion/conversation with an employee.
Ryan Meers, Ph.D.
Managing an employee is basically giving performance reviews on how the employee is doing. This can be effective if the employee just needs basic knowledge of a job responsibility. To coach an employee you must have a vested interest in how they will preform their duties and they need to be aware of a problem or skill that needs to be improved upon.
jerome,
yes I believe to be successful in the long-term, a person must learn to be both a manager & a leader.
Ryan Meers, Ph.D.
Managing an empoyee by definition is directing them to achieve a specific outcome where as coaching an employee is engaging them is developing the correct course of action to achieve the result.
I do agree in order to be successful in the business world you need to manage to the desired outcome, that is to "direct" your associates in the required behaviors to achieve the desired outcome. For long term success however a manager must motivate and help his associates to grow and this is done by being a good coach and mentor and gaining associate buy in.
Noreen,
compliments can definitely be over done. Sometimes those who don't thrive that much on compliments tend to forget to compliment their employees too.
Ryan Meers, Ph.D.
Compliments can be over the top and often I wonder when I have been coached if it was about me or the person who was coaching me. I think that honest and specific feedback is the way to go, and compliments when growth and success is achieved.
Coaching an employee involves training and developing them as individuals and managing an employee involves ensuring that company objectives are being met through employees behaviors and skills. As a manager I am charged with the responsibility of overseeing my team to ensure they are following company guidelines and helping the organization meet goals and objectives. A coach is to motivate and ensure that the employee has every thing they need to succeed.
Heidi,
absolutely! The key to good coaching is listening to the other person & their desires, goals, dreams, etc. Then helping them to think through what needs to be done to get there. Definitely transferable to students.
Ryan Meers, Ph.D.
This course is mainly directed at managers and employees. Is Coaching a transferable skill set to working with and motivating students?
Barbara,
I love your points here. One of the key things to remember, as you point out, is that both coaching & managing are key skills. We need to develop both.
Ryan Meers, Ph.D.
Coaching and managing an employee can make a vast difference, if you want long term successful, employees. Coaching will enable both you and your employee to have an uderstanding as to what is expected (deadlines/policies etc.), so that managing does not become so difficult or uncomfortable. Coaching provides goals to achieve, one on one setting with inquiry and advocacy, without thinking the employee's performance is being questioned. After each coaching session, managing the employee/follow up/feedback is vital to the success.
Rebecca,
this is crucial to an effective coaching relationship. The coaching should help employees to stretch themselves & challenge themselves. If it's used for evaluation they will play it safe & not grow as a result.
Ryan Meers, Ph.D.
I totally agree. I like how the lesson outlined that internal struggle of Evaluating vs. Coaching. The pointers of setting a clear division between evaluation sessions and coaching sessions was helpful. I especially liked the pointer of reenforcing the trust by making sure the employee knows that everything discussed in the coaching session will not be used during employee evaluation time.
Paul,
there is a difference between coaching & managing. Coaching is definitely more focused on the development of the employee. Managing can be a very positive experience when performed correctly.
Ryan Meers, Ph.D.
Coaching is warm, caring and responsive to the employees betterment. Managing is cold and lifeless to the point were the employee is just another number. Coaching can be difficult because it is personable and requires people to be open and honest in there discussions. Managing is not personable and is more authoritarian in how it directs employees to operate. Coaching inspires the employee, managing suppress individual initiative and creativity.
Maria Rosario,
yes, exactly. If we want behaviors to be repeated, we must be specific in what we talk about.
Ryan Meers, Ph.D.
Maria Rosario,
this is a great synopsis as the coaching really does focus on the long-term development.
Ryan Meers, Ph.D.
