These should be separate discussions, although coaching may be done informally as the need arises. As you manage on a day to day basis, you will get feedback from subordinates on what's working and what doesn't.
Specific achievements must be mentioned all the time.
Complimenting an employee for a job well done is very important. It is a sign that the employee's contributions to the success of the department is appreciated.
Manager should be well-versed in the functions that he would like subordinates to perform, otherwise, subordinates may not get clear instructions and directions that may not live up to expectations.
Yes, because the manager must be a role model to his subordinates.
Coaching enables supervisor to help employee improve his performance while managing is evaluating his performance.
Jessica,
this is a great distinction between the two areas. The focus in coaching really needs to be on the development side of things.
Ryan Meers, Ph.D.
Coaching an employee would consist of observing, evaluating, offering feedback, and following up. Developing employees.
Managing an employee consist of delegating and monitoring.
Gretchen,
this is right on, coaching is all about helping others with success.
Ryan Meers, Ph.D.
Coaching employees is centered on helping them achieve success. There are clearly defined goals/expectations, as well as dialogue to help the employee attain the desired results. Managing employees is more task oriented. It is the "administrative" duties, concerned more with task completion than process.
Franz,
the positive feedback is vital & it is especially important to tell them what exactly they did that is earning the praise.
Ryan Meers, Ph.D.
Most employes are hopping to here they did good with there job. (A pat on the back.) So it is very importent to tell an employe all to postive thinghs they do. When you coach them tell them you can help them inprove on other areas.
Allison,
and I would also add that coaching does not necessarily have to be about performance but can also be focused on career development & advancement.
Ryan Meers, Ph.D.
Although many people may find coaching and managing to be much of the same process, there are many differences that an individual should be aware of when beginning to coach.
Coaches should be aware of a performance problem and be motivated to address the situation. Managers would observe the problem in a perfomance observation setting.
Also, coaching employees helps to establish trust between two people and can be an ongoing process.
Misty,
I completely agree with your definitions here.
Ryan Meers, Ph.D.
I think managing an employee is more task related. When I consider "managing" my team I think of scheduling, setting up training and things like that. Coaching is conversations one on one over performance in realtion to their goals.
Rachel,
I agree that coaching is primarily focused on the improvement & progress of the person.
Dr. Ryan Meers
Coaching is working with the person and the person working with you to improve. Managing just gives the person a higher up to report to.
benny,
it is definitely true that for many coaching is more rewarding. I find that coaching allows me to really connect with an employee on the human level.
Dr. Ryan Meers
The Capable Coach must be an effective supervisor and function at a level to make that competent employees. In truth, the capable coach must be flexible enough to create human relations in our work environments that is conducive for learning, training, and teamwork. By contrast, collaborating and demonstrating to an employee your expected goals in the workplace is a win-win situation. In fact, being aware of opportunites to coach is very instrumental for becoming a capable coach without embarrassing the employee. Once the capable coach or manager create this approach you lose a coaching moment to creat a high level performance partner. Consequently, cultivating the growth of an employee does demonstrate a lifelong learner of company and a productive employee simply because the coach was aware of resources and the initial opportunity to seize the moment to demonstrate capable coaching techniques in the work environment.
