Welcome to the StangerCarlson Talent Minute. I’m Carolyn Carlon.
I recently read a HBR blog by Monique Valcour (July 17th, 2014) titled “You Can’t be a Great Manager if You’re Not a Good Coach”. I totally agreed with her comments; developing highly effective managers has been hobby of mine for many years. I understand why she thinks “coaching” is the most important managerial competency because it is. And I do believe that you can teach managers to be good coaches. She goes on to talk about 5 key tips to get started. This is where her thinking and my thinking diverge.
To be exceptional manager-coach, you should invest time in mastering four coaching competencies that make up the coaching success triangle.
First, Relating — creating a personal bond with your employee built on a safe, supportive environment characterized by a trusted relationship.
Second, Questioning — asking questions that reveal the information needed to maximize benefit to your employee, and capture the learning embedded in the experience.
Third, Listening – focusing completely on what your employee is saying (and not saying) to understand the meaning of what is said in the context of your employees desired results and aspirations.
And fourth, Coaching Presence – being conscious of your own thinking and effectively managing thoughts and emotions to ensure interactions with your employee are open, flexible, and productive.
Lastly, in the coaching profession, there is a guiding principle “Focus on your Client’s Agenda”. In my view, to be an exceptional manager-coach it is key to “Focus on your Employee’s Agenda”.
Thanks for listening, comments welcome.
