The difference in coaching and managing your employee is: Coaching is positive and encouraging. You are helping the employee to grow and develop--to improve and to attain their goals.
Managing an employee, is making sure that the employee does what they are assigned or are supposed to do. It may even be punitive in nature. I do not believe that the managing/scenario is the best way to work or sculpt an employee--or student.
Coaching with encouragement is the best way to assist.
Thank you John for your comments & I definitely agree with you. If more leaders understood the difference between the two functions I agree that we would see improved outcomes.
Ryan
This is a great discussion and a fine follow up from a very informative course! I thought the distinction of the difference between the management and coaching function were well stated in our studies here. In management I am seeking specific outcomes through various resources (both human and otherwise). In coaching my role is more collaborative and facilitative. Coaching focuses on a specific goal mutually agreed upon. I think it is important for leaders to study the difference between these two functions and thus learn to improve their organizational outcomes.
Well put Holly. It's also important to recognize that not all employees will immediately be open & trusting just because we encourage them to be. It may take some time.
Ryan
Great statement Cathy. I love the use of the word collaborative. Coaching should be collaborative in nature, although it is not always approached that way.
Coaching an employee should encompass motivating, nurturing, and supporting them in personal and professional learning opportunities. Managing is more of a formal set of duties, directly related to organizing and handling business affairs for the organization. I firmly believe that the best managers incorporate coaching into their management style. Employees are more effecient and productive when they believe they have the trust and support of a manager.
That is a great line & as you observed, so very important to keep the space between coaching & evaluation. I know it's been emphasized before, but I think it bears repeating. If we do not separate them, then those we are leading will not feel it safe to take risks & push themselves further. When we do this we create an environment of status quo & "safety" which is not always a good thing.
Ryan
Managing an employee is watching their progress to the department, evaluate whether their actions indicate they are ready for promotion, consider where they can be an asset - keeping them engaged in the company mission.
Coaching is more supportive, directive in deficient areas, strength building, skill improving, bringing up to level, then follow up and evaluate their improvements and finally back to managing their status within the company.
Coaching and managing an employee are two different functions - but could be effectively performed by the same person. I think it is such a challenge because managers tend to be overburdened with the day to day issues with production, attendance, and procedures. The most effective and successful managers are also wonderful coaches. But as this course mentioned it is a very difficult task to balance to the two.
I love the point about separating coaching and evaluation. I have seen this done incorrectly and therefore is very ineffective. It is too easy to lump the two together but I feel it destroys the trust between the parties.
I LOVED the line in the video, "...roots to grow, wings to fly, and maintain a blance between humility and arrogance"
Yes, yes, yes! Thank you so much for your post Lori, I think you hit it right on the head. Managing & coaching are not mutually exclusive & are best when matched together.
Ryan
Great summation Kathy & I completely agree. The key is to remember that a person can be both a coach & a manager, they're different skill sets needed at different times.
Ryan
-Is it possible to effectively incorporate coaching into the day to day activities of managing or does it need to be a somewhat separate discussion/event?
Absolutely… you will need to manage in order to ensure the days duties/goals are achieved but a leader will inspire, motivate and develop those skill sets on a day to day basis to develop their team even further.
In my opinion managing is more overseeing an employee and making sure they are performing at their expected level, while coaching is more of a collaborative process, working together to achieve a desired goal.
Yes and it's also a great way to discover what the employees want to do with their careers & to help them chart that path.
Ryan
Yes, managing is more of the telling aspect, wheras coaching is much more about listening to the other.
Ryan
Managing an employee is more of a directive based interaction with them. You have observed areas where they may be able to improve based upon your prior experiences working with them and are able to identify those areas of improvement.
Coaching on the other hand, involves the implementation of changing the desired behavior or result pattern. Through observation, communication, and correction of the shortcomings you are continually working with the employee and gauging their ability to handle the task at hand.
To me, coaching is very important. It helps the employees to feel motivated and empowered, creating a good work environment. Coaching help strengthen the employee's skills and help them reach their potencial.
Agreed that an effective manager understands indivdual behaviors & I feel the coaching aspect is what helps that manager understand each individual better.
Ryan
I agree that in my experiences, the most effective supervisors are leaders. Organizations are most successful when there are efficient management and leadership working as a collaborative team. The characteristics and behaviors of the followers are fundamental to overall leadership effectiveness. The correct selection and placement of leaders in organizations will influence the leadership effectiveness. In addition to the leader and follower behaviors, emerges the situation in which leadership occurs. The style of leadership used by the leader should align with the situation. Organizations should strive to select effective leaders and determine the level of skills and ability needed for a leader to effectively manage situations.
Unfortunately, I have not had experience with an effective manager and coach. The primary functions in management stem from understanding and influencing human behaviors. Having the ability to understand consistent behaviors enhances the skills of any manager. Although individual differences appear in behaviors, there are fundamental consistencies in the behavior of individuals, as a collective whole. Each individual is unique and each situation is different; therefore, it is important for managers to align the style of management with the individual behaviors and the situation. Managers should have technical, interpersonal, and conceptual skills.
Coaching is an ongoing influential, collaborative process. Coaching involves guiding the coachee to reach his/her full potential (goals) through constant, trustworthy, open communication and feedback.
