The better the boss is at coaching, the more committed employees are
In March 2015, HBR released some astounding results about the importance of coaching skills in managers.
These conclusions come from evaluating nearly a quarter of a million subordinates’ ratings of their managers.
When a manager has ‘very strong’ coaching skills, the percentage of highly committed employees was 67%. If employees think their manager ‘needs improvement’ with coaching, the % of highly committed employees was only 2%. (Source : ‘What to do when the boss gives you baseless feedback’, HBR March 2015)
‘To say the better a boss is at coaching, the more committed the subordinates is a wild understatement, as the relationship goes beyond linear to exponential:’
In another article by Zenger and Folkman (Finding the balance between coaching and managing, June 2014), they suggested 3 good coaching traits and compared these to less effective traditional management practices :
- being more collaborative and less directive
- aiding more in self discovery than giving others advice
- treating others as equals rather than feeling like they need to be the expert
So…where do you fall across each of the three dichotomies? How can you build more ‘good coaching traits’ into your leadership practice?
If you would like to enhance your coaching skills, please contact us. We have a tips and hints on coaching which is available in the members section for DiA program participants and alumni.
We also run coaching skills workshops (for leaders as coaches, and other people needing to improve their coaching skills) as well as follow up action learning and skills extension sessions. Please contact email@example.com for more information.
Want more blogs on coaching?
“Coaching” – is not helpful!! – the word not the practice!