Coaching is an invaluable tool for managers and employees alike, providing a platform for communication, reflection, and self-correction. It helps employees become more autonomous and take charge of their work, while also developing a more secure workforce. Training employees to achieve performance, rather than managing them, leads to greater engagement and dedication to organizational objectives. Research has shown that coaching leads to better engagement, productivity, customer service, performance, and the overcoming of challenges.
It also helps employees achieve ambitious goals and build self-confidence. But what about managers? What are the benefits of coaching for them? 80% of people who receive coaching report greater confidence in themselves and more than 70% benefit from improved work performance, relationships, and communication skills. Managers should not underestimate the impact of coaching on their employees, as it often creates a fundamental change in their approach to work. On the other hand, it can be frustrating for a manager to try to advise employees whose problem doesn't require it.
Managers and leaders engage their employees in formal “seated training” sessions or informal “on-the-go” sessions. A manager must recognize situations that require training and those that require a different approach. Great, successful managers and leaders are making consistent efforts to improve their training skills. Used in the right situation at the right time, workplace coaching makes life easier for a manager.
It must be part of the ongoing management of employee performance by managers to maximize employee potential. When organizations launch coaching initiatives, in-house managers often see it as a one-way contribution to their effort for little.