3 coaching skills you need to be a great manager

What sets a great manager apart from an average manager? In addition to their technical ability it is that they have a heightened awareness of the need to put the success of their team first. They understand that in order to achieve the best results for their company, they must facilitate the development of each employee that they lead. With this in mind, they also know that each individual develops in a different way and that they must provide the tools for each individual to pave their own path to success.

Importantly, this is where management and coaching intersect – every great manager must also be a great coach. According to a study conducted by Bersin & Associates, managers who effectively coach individuals achieve 21% better business results than those who don’t.

So, what is coaching?

Coaching concentrates on individual development, rather than the tasks of the job. Coaches help to facilitate and encourage learning as opposed to teaching. They will ensure that individuals are responsible and accountable for their work and therefore motivated to achieve goals autonomously. Coaches facilitate an environment in which individuals can grow and develop. A manager who utilises coaching techniques will support individuals on their own journey to success.

For more information on the benefits of coaching check out our article on this topic.

What happens if a manager lacks coaching skills?

Managers who consistently adopt a “tell” approach rather than a coaching approach are ignoring learning opportunities and therefore are less likely to achieve outstanding results with their team. It is well known fact that people leave managers, they don’t leave companies.

If you are appointed as a Manager, it is merely a title, however being a leader is something that is bestowed on us by others. Great leaders understand and appreciate their staff. They provide positivity and insight. And they have excellent motivational and communication skills – in other words they are great coaches.

For more information on how to be a successful leader check out our article on this topic.

So, how can managers integrate and adopt a ‘leader as coach’ mindset or approach into their personal management style? Here are our top three coaching skills for every great manager to get the best out of their team.

Asking and listening

How amazing is the human mind? Did you know the mind cannot not respond to a question? Our minds are geared to grapple with questions and find answers. What are the possibilities for you if you were to access the combined power of the minds of your team?

By asking open-ended questions, you release this power while simultaneously facilitating the learning process. By asking for example, “In your view what are the options that would deliver success in this task?”, rather than simply instructing an employee on how to do it, employees are given the space to think creatively and develop their own path to developmental success.

A large number of managers are promoted because they demonstrated to their superiors they are great problem solvers and “doers”. These traits have enabled them to be successful and get to where they are today in their role. The challenge for them is that these traits which have served them so well and helped them achieve, may not be effective when they are now faced with achieving results through others.

In addition to crafting great questions, a manager with a ‘leader as coach’ mindset will listen attentively to what their employees have to say. They will resist the opportunity to finish sentences, they will use silence. By doing this they will likely gain opportunities to demonstrate their true leadership by acknowledging to the team on occasions that the team or individual’s idea or approach is superior to their own. By not only listening but taking on board their employee’s concerns and desires, managers can help them to better develop in their role and in the company.

Building trust

The Oxford English dictionary defines trust as: “Firm belief in the reliability, truth, or ability of someone or something”. Successful coaching relies entirely on a relationship of trust between a manager and their employees. Adopting a ‘leader as coach’ mindset requires managers to start with a firm belief in the ability of their team members.

With trust comes accountability, and with accountability comes results. To reach their peak potential, employees need to feel accountable for their own work and therefore for their own achievements. While managers need to trust that their employees have the capacity to achieve success, employees need to trust that their work is being appreciated, that their manager has their back and that their job is secure. Building trust is a gradual process which can be achieved by maintaining open lines of communication and providing support whether it be task-related or emotional.

Giving constructive feedback

Constructive feedback is a developmental tool that is vital for organisational success, but which is often underused by managers. A great manager will give feedback to employees, often. They will make connections between an individual’s strengths and the company’s mission to improve development and drive success. Expressing these connections positively through regular feedback is the best way to achieve results.

For more information on how to deliver constructive feedback check out our article on this topic.

At Directions Unlimited, we understand how important it is for managers to incorporate coaching skills into their role, and we offer executive coaching to help you develop a coaching mindset. Contact us for an obligation free discussion on how executive coaching can prepare you to effectively manage your team.