My employees aren’t participating in attaining our organizational goals, they don’t see themselves as creators and they take no initiative. This is what managers and business leaders complain of. I often wondere if there is a structure in their organization that is causing them to experience this reality?
I think this speaker helps us to see how easily we can create barriers to participation, creation and initiative taking.
Effective coaching in management only requires two main focuses. They are Responsible Communication (RC) and Collaboration. What do these mean? Today I will elaborate on RC and next week I will spend some time focusing on the principles of collaboration for wellness. The first step in applying RC requires one to plan for cooperation. Imagine yourself planning to go off to the lake for the weekend. Would you make a list of all the things you want to take along? Would you devise a plan on how to approach collecting all the items on your list? Would you devise a back-up strategy to help you remember to take the things you have collected from your list to the lake? Might you consider a few contingencies as well just in case things don’t go as plan? Would you give some thought to how you will respond to or address problems if they should arise? Well you should have the same focus, planning and intention when practicing responsible communication in your management coaching.
Another vital aspect of RC is to have a focus or a solution in mind and direct your communication towards that end. This means that you should consider using the best and most responsible words that could help you reach your end result. You should also be aware of yourself and your body language. How will you approach the situation or person? Which is the best possible approach to help you reach your outcome? You should also consider whether this approach will convey respect, empathy and consideration for the employee. Will it reflect interest in his or her individuality? Another important aspect to consider is accountability. Ensure that you are accountable in your dialogue by identifying what you will do and how you will work to achieve the end, as well as what the employee can expect from you. Of course don’t forget to ask your employee for their views and how they see thing and also what they would be willing to contribute to you both attaining the end goal. Coaching in management means you get to ride alongside your employees, not sit back and watch them fall or demand that they tow the line. It calls on you to bring back humanity in the workplace and keep your focus on maintaining wellness of your team. I guarantee that if you follow these steps, you will find yourself utilizing far more coachable moments with your employees and that you will see immediate results.
What challenges are you having with coaching in management? Pose your questions below
Are you in a relationship that isn’t going well? Are you living in a tense relationship at home? Are things going badly in an intimate relationship? What about your teenagers, are you communicating and living well with them? What about your adult children, are they making choices that you disapprove of? What of your neighbours, are you in conflict with your neighbours, with your parent (s) or siblings? What about an ex-spouse or partner, does this relationship rob you of your happiness and a chance to really live well?
Living well is your birth right, no one or relationship should be allowed to rob you of your right. In this show we will look at those relationships and apply some proven strategies to help you back on the path to living well.
I wish you Peace and Wellness
Interpersonal Wellness 