Creating Tomorrow

Dear Friends,

Giving regular feedback and coaching are two of the most important functions a manager has vis-à-vis his team. By giving their work meaning within the organizational context, defining common objectives, and  providing guidelines for achieving them, managers empower their team to develop and contribute according to their full potential.

But why do some managers still not give enough feedback or coach their teams?

Some managers:

1. …hesitate confronting their staff with criticism
2. …don’t have/take the time to observe team performance closely enough
3. …aren’t clear about the rôle of feedback and coaching as high-level people skills
4. …didn’t (don’t!) receive feedback and coaching themselves, and therefore aren’t sure how to do it

If you as a manager can identify with one or more of the above statements, or have just taken on responsibility for a team, here are two important tips:

• Start off right by giving intensive coaching and frequent feedback to new hires
• Develop a culture of continuous coaching and feedback in your team

If you are a leaders within an organization:

• Train your managers in effective performance coaching
• Hold your managers accountable for coaching and feedback
• Make performance management more about a partnership between your managers and their teams
• Don’t be afraid to terminate non-performers if coaching and/or reassignments don‘t work

Trina

(This is a repeat post from 2 March 2008)

“It is not because things are difficult that we do not dare; it is because we do not dare that they are difficult”

(Source: Lucius Annaeus Seneca)