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How to Move From Manager to Coach

Aug 17, 2007
With the present work environment turning global, fast paced and virtual, the concept of a traditional manger or a supervisor overseeing employees work does not make much sense. Therefore, the necessity of a traditional manager is being questioned with the work atmosphere being always on and requiring every employee including the manager or the supervisor to equally interact and be involved in the overall procedure. Gone are those days where the manager had the role of bossing over his subordinates and giving orders to complete scheduled tasks. Instead, managers are moving over to the role of a coach where they can guide their employees towards a rewarding future for themselves, as well as the organization.

While moving from the role of manager to that of a coach, there are few essential things that you need to know. One of the most important things that you need to remember is that a good coach can make a difference in the performance and excellence of individuals and their associates. The word coaching has now become quite common in every aspect of life where parents coach their children, business owners coach their staff and even individuals coach themselves. Therefore just changing your title from manager to coach is not enough. You must also develop the skills required to become a good coach. Given below are some basic skills and strategies that you will need to adopt once you have decided to go through this transition.

As a coach, it is necessary to know what results you expect from your employees and the organization. Once you have figured out the desired outcome you must then communicate it clearly to your staff. Identification of the outcome will help set a realistic and clear goal. Setting a goal does not mean that it has to be always something big or prominent. Simple and small matters affecting the business process can also be a part of the overall improvement process.

Being a manger or a coach, you need to assess the resources that might help you in taking the company where you want it to reach. While some of your employees may need to learn a specific computer language, some might need to improve their communication skills. While some may lack practice in their thinking process, some might just need to build up their self-confidence.

Once you have determined the areas in which your employees are lacking in some way or the other, implement a plan. Your plan might include different steps for reaching the objective, given availability of the resources and the approximate time period estimated for reaching there.

After you have set expectations, assessed the skills that need to be improved and implemented, it is wise to document them in writing. The length of the document may depend on the size and volume of an on going project. The opportunities for assessment and feedback of the different steps should also be in accordance with the project requirement.

It is equally important to interact with your employees by following a win-win situation to further encourage your staff towards a better performance. Appreciating your employees in every small success can be a great way of encouraging them. However, you may also need to remember to criticize their errors in a positive way. As a coach, you will need to connect with each of your employees and understand their strengths and weaknesses to ensure the success for your business.
About the Author
Have you ever wanted to Become Business Coach? http://www.businesscoach.com offers Business Coach Training. Visit our website for more information or email info@businesscoach.com. Phone 1.866.354.7766
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