Coaching is an essential skill for managers and leaders because it helps them improve their skills and develop professionally. It also allows managers and leaders to better understand their employees, the company, and the company's overall objectives. Why should managers spend time and effort training their team? Research shows that coaching leads to better engagement, greater productivity and better customer service. It also helps employees improve performance, overcome challenges, achieve ambitious goals and develop self-confidence.
But is coaching expected to only benefit employees and the organization? What about managers, what is there for them? When leaders have strong training skills, everyone benefits. In fact, organizations whose leaders have developed coaching skills are 130% more likely to achieve better business results and 39% more likely to achieve better results for employees, such as engagement, productivity and customer service. An effective coach, especially a coach who is interested in transformation and leading change, knows how to guide employees towards innovation and new discoveries. According to BetterUp research, managers who underwent leadership training to develop resilience experienced a 31% increase in team performance, a 9% increase in team innovation, and a 52% decrease in exhaustion.
When organizations launch coaching initiatives, in-house managers often see it as a one-way contribution to their effort for little. In this way, managers acquire the skills, processes and tools that they can immediately apply to their daily lives, where they are training and leading others. As the emphasis on coaching as part of performance management has grown over the years, researchers have been studying this change. The coach's and coach's goals may be exactly the same, but the approach is completely different.
Fortunately, there are many training programs, such as the Niagara Institute's manager training skills, available to organizations that invest in the training skills of their leaders. And, to achieve this, the current manager must act as a guide and coach to bring out the best in his people. This is highlighted again in a Gallup study that found that only two out of 10 managers instinctively know how to train employees. A recent study showed discrepancies between managers' self-evaluation of their training skills and the evaluation of their teams and colleagues.
NetApp used leadership advice from BetterUp to teach its managers how to empower company employees and create a culture of high performance. Managers learn to develop resilience in leadership training through one-on-one personal conversations, intentional practices and reflections, and personal growth objectives. Skilled coaches create a safe environment for new ideas, and sometimes a manager can't play that role.