The difference between coaching and managing an employee is that coaching is performed by a supervisor and is an ongoing with immediate feedback of an employee's work product, habits, and/or knowledge by observing and asking open-ended questions that require a more detailed response so that a plan can be agreed upon by both the coach and employee and then the coach following up with the employee to see what changes have been made and praising the employee for a good job he/she has done.
Managing an employee is much more detailed in that it is a long-term learning and instruction process by, perhaps, building someone's confidence to try something new or to speak at a meeting or assessing one's behavior or one's lack of ability to achieve goals and then deciding whether an employee is willing and can be helped by observation and asking the employee to evaluate him/herself.
Coaching is more of a short-term, two-way process meant to focus on immediate performance problems as well as learning opportunities. Coaching is meant to stregthen an employees's, or in my case a student's, skills or change poor performance habits in order to make them more effective and productive in reaching their ultimate long-term goals.
When I am coaching a student, as I am an instructor, not a manager, I observe performance first. I incorporate my knowledge and experience in the fied into the coaching process. I encourage the student in their strong attributes and at the same time give suggestions on incorporating habits that will maximize their potential. I then observe again and repeat the process, honing in on a more one-on-one detailed plan agreed upon between me and my student.
Managing in my situation is taking the class from beginning to end and focusing on the class as a whole, not necessarily one on one.
Coaching an employee helps an employee learn about different and more effective ways of completing a task, helping solve problems, as well as helping someone create new opportunities. Coaches help employees set goals and help them take steps to accomplishing those goals. Coaching is much more of an agreement between too people.
Managing an employee has to deal with setting ground rules and making sure company polices are followed as well as managing ones personal performance when it comes to job requirements.
Managing is abut structure, order and process.
Coaching is about influencing behavior
Both are about reaching the desired outcome.
A good manager needs to know when an employee needs to be spoken to directly and when to start a coaching process. A good manager needs to know how thick-skinned an employee is when giving feedback, although feedback should always be specific and respectful be it positive or negative.
Managing an employee seems to be finding the strengths and weaknesses of an employee and putting them into a situation in which they can use their skills to perform at their best. Coaching can help develop their weaknesses so that they are a better employee and have great job satisfaction.
I think there is a difference between the two. I believe that when you are managing an employee you are more goal driven with regards to a task at hand. The task seems to become the main focal point of the interaction, i.e. there seems to be more of an interest in getting a job completed, whatever that maybe.
On the other hand, when you coach an employee you make an investment in that person in the belief that he/she will grow as an employee, thus benefitting your company. It is a fine balance; one with which I struggle frequently. Although I understand the benefit of nurturing my direct reports, I also am aware of time constraints and deadlines etc.
A coach helps one to find their solution rather than
forcing a solution upon them.
Pamela,
Absolutely! And I'm glad for you that you were able to experience the power of both a coach & a manager. I have a feeling that this has helped you in your own role as a leader as well. Pass it on!
Ryan
So true that coaching is interactive & 2-way. In fact, I would argue that the coach (leader) should be doing much less of the talking in these situations & a lot more listening. Great job.
Ryan
Coaching an employee is more interactive... more 2-way communication is involved than managing. Coaching is a team approach to assessing behaviors for better goal attainment and professional growth.
Managing an employee is more involved with evaluating the effect an employee's behavior has on the bottom-line/productivity.
I completely agree, an effective supervisor needs to be competent and comfortable in both roles. Some of my best bosses were my coaches too. I learned so much from them and some of their coaching still has an impact on how I do my job(s) today.
Managing v. coaching...Managing is the authoritative scheduling and establishment of duties. Coaching is helping the employee to make and achieve goals they need to accomplish or exceed the required schedules and duties. Coaching also helps employees to realize their weaknesses or needs and to establish a good rapport and develop trust with you, when you as the manager follow through on your promises, then the employee in turn will do the same.
You know, you do not manage employees. You manage things such as time, money, and other resources. Coaching is the process of teaching someone a skill they do not necessarily possess.
Coaching is helping and managing is directing.
I appreciate the notion (presented by ML118) that coaching should be undertaken only when the coachee is aware of the need for guidance on a certain topic. This takes a lot of the guesswork out of the process.
As for a difference between being managing and coaching, I would say that coaching requires a high degree of emotional intelligence, thoughtfulness, and diplomacy. There are gray areas that arise in coaching - though outcomes and goals should always be established. In contrast, there are many straightforward areas in managing, such as achieving specific outcomes.
Coaching is an ongoing process that changes in its delivery according to need and circumstance. It is the responsibility of a supervisory to offer coaching as soon as an employee begins his/her employ and continue throughout their tenure. Coaching is a process that is very positive in nature and is intended to create meaningful results. Coaching can be an effective means to address performance problems, motivate, or support advancement. Like coaching, managing also involves goal setting, setting clear expectations, and providing feedback. However, although managing an employee also involves oversee of daily operations and it can also involve disciplinary actions and performance appraisals.
I agree that coaching is much more focused on the positive side of things. And I also believe that there is a place for managing.
Bernard Bass built upon the work of James Burns & developed the theory of Full-Range Leadership. Within this there are both transactional (managing) & transformational (coaching) leadership. His view was that there is a time & place for both.
Ryan
I agree with Richard's analysis as well. Managing an employee requires helping them with the daily tasks involved with the job and making sure those things are accomplished, kind of making sure that the tasks are checked off the list.
Coaching is about the QUALITY of the tasks that are being performed and the approach to completing the tasks.
I do think that some on-the-spot coaching can be done after initial sessions are held, but I do think that major coaching needs to do a separate discussion for 2 reasons: one so that the employee does not feel over-coached and two so that there is some distinction between time to get the job done and time to improve upon one's skills.
In a broad answer to this question it seems that managing an employee comes at the situation from almost viewing employees as resources. For example, evaluating where are they most effective, where are they lacking, what performances are adequate or inadequate, and looking at the bottom line.
In contrast (but not that it can't be integrated into effective management), coaching has to do with partnering with an employee to help him or her with personal growth.
Coaching in a broad sense seems to be a better approach for improving employee effectiveness on a broader level. While management seems more specific and analytical.
