How to Accelerate Your Management Career Through Coaching
Would you like to be more successful in your management career? Take a look around at the successful managers in your organization. How have they achieved their success? It might be that their technical contribution is outstanding or they are known for always bringing their projects in on schedule and in some cases they may "manage up" better than anyone else. The purpose of this article is to suggest another way to gain the success you deserve, by developing the people who work for you through one-on-one coaching.
The Coaching Cycle - The diagram below illustrates how coaching by managers benefits employees, the organization and ultimately, to advancing the your career. The first box in the cycle, "Manager Coaches Supervisor," represents the initial step in a powerful sequence. The coaching could address any number of skills including communication, leadership or problem solving. This action becomes a catalyst for the subsequent steps in this Coaching Cycle. In the second box we see the potential "Benefits" of this intervention, including a possible increase in productivity, performance, communication, motivation, enthusiasm or direction.
Multiplier Effect - Employees who benefit from coaching, particularly those in supervisory or management positions, are frequently motivated to coach others, including less experienced peers. These individuals appreciate what coaching has done for them and want to share the benefits with others. In the second circle of the diagram, the practice of coaching others has multiplied, creating a "Coaching Culture." In this type of culture, employees often experience increased cooperation, better listening, decreased conflict and more peer support. Patti Ayers, Vice President of Human Resources at Roche Diagnostics refers to this as "creating a feedback oriented culture or an environment with an increased understanding that identifying and improving individual performance is a healthy process for the organization."
Escalation of Performance - The third circle in the Coaching Cycle illustrates an "Increase in Department Performance" as a result of the coaching culture. Mistakes are reduced because people are better instructed on how to perform their jobs. Time-consuming conflicts are decreased due to the open environment created by this culture. Bruce Katcher PhD, an industrial psychologist in Sharon, MA, has conducted studies where he has proven that through coaching, employees can also improve their ability to self-manage their careers and advance in their organization. Read more about his observations in "Training Is An Investment, Not An Expense," in his latest newsletter at http:www.DiscoverySurveys.com/itw/index.htm.
Managerial Success - An increase in performance does not go unnoticed, and eventually leads to enhancing the manager's reputation. He or she will be seen as someone who develops people and meets demanding organizational goals. The fifth circle represents the high probability that managers who coach increase the likelihood of advancing to more responsible positions.
The Hidden Benefit - An investment in coaching employees frequently has a benefit that few ever imagine. It often happens that an individual coached early in his or her career is eventually in a position to repay their coach. In some situations, these managers find themselves eventually reporting to a former protégé. Individuals seldom coach with this long view in mind, but it is a hidden benefit that is earned through unselfish efforts.
What will be your legacy? Success through long hours, "managing up" or helping employees maximize their contribution to the organization? As indicated in the Coaching Cycle diagram, the payoff for coaching can be increased success for you and your organization. Take the time to initiate this positive cycle today.
I'm interested in your success. If I can answer any questions related to this article or if you have a comment about the article, please let me know at mark.campbell48@verizon.net.
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