Team leaders, supervisors, and managers (bosses) must now be both a coach and mentor. To do this requires good leadership skills designed to help transform their employees into “stars”. The evolution requires creating an environment that removes obstacles, leverages and develops strengths, shares information, and engages employees in the growth and continuous improvement of the company.
So, leaders should help employees’ transition through the chaos - constant new initiatives, downsizing, mergers, technical upgrades and revolving door management. Smart organizations succeed in accomplishing a change initiative through connecting with employees - from CIO to the warehouse. Doing this well requires performing responsibilities differently and effectively coaching and mentoring throughout the process.
Individuals change their actions and thoughts when doing day-to-day activities – usually one person at a time. That means that to succeed collectively in business a group of individuals must begin to move from their own behaviors to their future behaviors. Whether or when your organization makes this metamorphosis depends a great deal on your effectiveness as a change-agent “coach”.
Next question: how do you do that? An essential tactic involving your employees is the change process when employees experience ‘ownership’. They accept and appreciate change then since the “why” and “what’s in it for them” is evident. Then working together makes a lot more sense to them.
Coaching & Mentoring Guidelines:
- Provide training
- Remove obstacles
- Explain why the change is necessary
- Communicate positives and negatives for supporting - or not - the change
- Solicit and include team’s ideas
- Clarify performance expectations
- Give positive and constructive feedback
- Acknowledge and reinforce success
- Address resistance
- Ensure the coach and employee mutually understand expectations and critical behaviors
These activities are essential and guarantee that key behavioral changes occur and are sustained, one employee at a time. It means keeping your employees involved, inspired, supported and assured that they’re headed in the right direction ... effective coaches make that possible.
Employee Coaching Steps Review:
Communicate Why Change Must Occur
- Work with employees on change issues, the future, benefits of change/consequences for not changing.
- Match the change to specific roles, how they impact the desired results, and what’s in it for them.
- Engage in two-way communication for asking questions, sharing concerns and ideas. They have a voice.
Involve Employees in the Process
- Include as many employees as you can in the change process.
- Get them into the planning and design process.
- Teach them how to train other employees.
- Involve them in the evaluation process/developing corrective/continuous improvement plans.
Coach/Mentor Employees During Change
- Create a sharing, learning and continuous improvement environment.
- Inspire and motivate employees to achieve their fullest potential; remove obstacles.
- Develop action plans for transition through the change.
- Provide feedback on performance, reinforce positive behaviors, and celebrate success.
Is your approach for building an effective team working? Are your employees engaged, inspired and performing well individually and collectively - or are they just doing what they are told to do? Remember, your leadership style directly impacts the performance of your team. Using these tools will have a direct effect on whether you become a Coach/Mentor or simply remain ‘the Boss’. It’s your choice.