Check out this clip from the Showtime series “House of Lies”:
If you manager tries that hard to sell you on the value of their coaching — run.
Chances are their view of coaching is out of whack.
They coach to maximize you, not the organization and not themselves. Even it it means you get so good that you leave.
- They coach daily in an informal approachable style
- They coach on good and bad performance
- They encourage the people team members to take initiative
- They value their direct reports’ trust, they earn that trust, and they are careful not to break it
- They don’t bail employees out by spoonfeeding answers to the questions they ask during coaching
- They provide feedback based on observations of individual employees’ performance
- They listen more than they speak.
But maybe you’re a manager who feels like your people vastly undervalue your coaching. You’re coaching is pure gold and your employees just don’t know value when they see it #ungratefulbastards. Since you’re a giver at heart, and you hate to see anyone miss a good deal, you feel compelled to sell them on coaching. If that’s the case, stop giving it away to people who don’t want it.
Or maybe there’s a small chance that you’re approach to coaching your employees performance needs a tune up. That doesn’t mean your coaching isn’t gold… it just needs to be polished.
In the mean time, I bring you RUN-DMC with some of the best coaching advice out: You Talk Too Much