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Why Managers Should Be Coaches

Being a really good task-driven manager is no longer enough. Command and control are behind us. Leadership has evolved and is now about so much more. It is still important to train employees on doing the tasks, and it is still important to hold employees accountable for performing those tasks well. There is more to it, though. Managers must think about their employees being fully engaged and developing them into their full potential. Managers must give support and guidance.

Pause on that thought for a moment. Managers’ roles are to support rather than judge. Why this shift? Because employees now are expecting it. Employees now are demanding it. Employees are leaving organizations when they are not getting it.

But Why Should the Managers’ Role Shift?

Beyond the fact that we want to give employees a great experience, want them to be fully engaged, want them to be productive, and want them to stay with the organization. If your team can only do what they knew how to do the day you hired them, you will be behind.

Here is a list (not all-inclusive) of the whys:

Employee Growth – Frequent conversations, not just one time a year during the annual performance review. Continuous feedback gives employees the opportunity to keep improving.

Overcome Costly and Time-Consuming Performance Problems – Identify performance concerns much faster which gives more time to take appropriate steps to help employees succeed.

Motivate and Build Trust – Get to know the employees, understand who they are, and build a foundation of trust which makes it so much easier to give and receive feedback. By taking the time to truly know the employees, managers will be able to get the most from them, encouraging them in just the right way to perform at their best.

Strengthen Employees’ Skills – Coaching allows managers to pass on valuable skills and knowledge which boosts productivity. Managers also have a better chance of noticing skills and potential they may not have been aware of. Awareness of competencies puts everyone in a better position to make decisions in the future.

Unlock Potential to Maximize Performance – Gain an understanding of everyone’s strengths and partner with them to home in on those talents. Empower employees to learn to resolve problems and cope with challenging situations on their own. Provide a roadmap showing employees what they can achieve.

Improve Retention – When employees are coached, supported, and encouraged by managers, they are more productive, more engaged, and less likely to leave the organization. Coaching is an ongoing effort, not a one-off event.

Coaching is a two-way conversation, not a one-sided interaction. Two-way conversations give employees the feeling that their voice is truly being heard. The payoff of coaching well is having employees learn how to adapt to constantly changing environments, showing up engaged with energy and innovation and a commitment to the organization and its goals. Leadership skills are evolving. With the right tools and support, managers can become better coaches and we would love to partner with you to cultivate those skills.

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Kim Dinwiddie
Kim Dinwiddie
Kim is the Vice President of Coaching and Consulting Services at Purple Ink. Her passion is providing HR solutions to clients by helping them build their HR infrastructure through technology, compliance, and people.

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