The reality about Managing and Coaching
I want to ask you a simple question – What’s the difference between a coach and a manager?
I love to watch football on TV (or soccer, as my American friends call it) and for in the UK; we have consistently described the man in control of the team as the ‘Manager.’
In the US along with the rest of the whole world, the individual running the team, be it soccer, baseball or basketball, is generally known as the ‘Trainer’ Nevertheless, I’ve found now, in Great Britain, that the football Manager is more likely to be called – The Trainer.
So, what’s the difference? And how can it connect to your own job as a supervisor?
When I ask participants on a seminar – “Tell me what a supervisor does, what are their duties?”
Once i then ask – “What are the responsibilities of a coach?” I hear answers for example – leading -moving – listening – supporting – identifying training needs – conveying expectations – believing in their folks – inspiring – winning and getting results.
There are cross over obligations between a manager and also a trainer; but let me ask you a question – which role will function as the most critical in achieving your aims, aims and outcomes, is it a manager or a trainer?
“My organisation and my boss want me to do all the ‘direction’ things and that is how I spend the majority of my day.” But always recall, at the end of the day, you will finally be judged on your staff’s success, rather than your power to complete a report punctually.
If you’d like a happy and motivated team who – do not take time off work – do not keep looking for occupations that are other – do not give you too many issues and who generate results for your company. You need to spend more time ‘Coaching’ and less time ‘Handling’
1. Spend quality time – You should get to understand each member of your team better and they must really get to understand you. If you show that you are listening and listen, you’ll develop a better understanding of each person and how they are handling the job. It reveal that you’re there to help with both business issues and private and will also send the message that you care about the team member. You can convey expectations, encourage and inspire them to do even better.
2. Give feedback and trainer the team member – You have to often tell each of your team members when they are doing well and when not so well. When you hear or see one of your staff doing something you DO like – tell them about it! When you hear or see them doing something you do not like – tell your team members about it. Most workers want to understand how they’re performing in their own job; they would like to be aware of they could do it or when they are doing it right.
3. Believe in each individual – You need to continuously exhibit to every team member that you trust and believe in them, by that which you say, your body language and your tone of voice.
They are going to really quickly sense should you not trust them to handle their occupation plus they’ll act appropriately.
Then that is exactly what your people do should you think that they should not be trusted to do their occupation; that they will turn up and go home early.
However , in the event you believe that the folks will do their job well, that they may be trusted to make conclusions that are beneficial for the business and that Change Communications they’ll provide you a fair day’s work, then it’s more likely it is what you will get.
So there you have it; successful managers understand that to get the very best out of their individuals they want to spend less tine ‘Managing ‘ and more time ‘Training’.