That isn't a "gotcha" question. It's simply a direct one.
Regardless of the job title, if we're responsible for how other people perform then we're responsible for how they learn to perform even better. One of the things we now know from organizational research is that employees not only want a coaching relationship with their boss--they expect it. (If you want some coaching tips for yourself or to share, please download the free e-book in the column on the right).
So. . .
You may already have the right people to enable your company to "win"--however you define the word.
A couple of years ago I was involved in designing a leadership program to develop the top talent in a global company. We created a model that used the senior management team as coaches for the structured learning activities. First we coached the coaches on how to coach; then we turned them loose. It's been the most effective learning we've experienced in nearly 30 years of leadership development and design.
What's happening that works?
- The top leadership learns a lot about their own abilities.
- They learn about their people while developing closer relationships with them.
- The high potential participants receive coaching and company insight from the leaders who know it best.
- The participants also "step up" their game. How often do you see the top leadership in a company totally dedicate two full days to the talent beneath them?
You Can Do It, Too
Leaders are the natural lighting rods for developing talent. Coaching isn't another job--it is their job.
Companies are always looking for ways to develop people economically but effectively. Every research study on the planet shows that employees are most influenced--pro or con--by their immediate boss. That's exactly why leaders at every level have the ability to make the most difference when it comes to grooming people for the future.
The mission: Give them the capability.
3 actions leaders can begin now:
- Appreciate: Focus on Identifying the very best in others.
- Encounter: Seek the truth, wherever that path will lead.
- Improve: Insist upon personal responsibility for performance growth.
When leaders coach, we get "two personal bests" for the price of one.
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