Managers historically assisted in coaching their employees, conveying insight, knowledge and advice about the organization. But over time, the role has lost its coach and mentor functions.
With his team, Keith Ferrazzi, CEO of research-based consulting company Ferrazzi Greenlight, unearthed ways in which managers can resume their role of coach.
Here are six tips for going from manager to coach, according to the Harvard Business Review.
1. Make a habit of check-ins. In what Mr. Ferrazzi calls “one of the most powerful tools that you can use to elevate coaching,” the concept of regular one-on-one check-ins is preferred over annual performance reviews. Making time for phone conversations or in-person meetings can allow managers to offer guidance and suggestions to employees.
2. Promote peer-to-peer coaching. The technique allows team members to bond while learning collaboratively. “It’s also an easy way for you to coach multiple people in one setting at one time, thus maximizing your time and efficiency,” Mr. Ferrazzi added.
3. Set up mentoring partnerships. Think about setting up partners from different demographics — more seasoned employees have life advice to offer, while younger employees are knowledgeable about current technology. Pairing people from diverse groups is beneficial for everyone.
4. Encourage team members to become coaches in their niche areas. Many employees have important skills they don’t use on a daily basis. Allow them to hold their own lessons or mini-seminars on related topic or skill.
5. Advocate for learning and development activities. According to Mr. Ferrazzi, many chief learning officers don’t utilize learning activities because they don’t think their managers would support them. Create an environment where learning and development are valued.
6. Look for personal training opportunities. Seek formal training opportunities for yourself to improve your coaching and mentoring skills. “It seems obvious, but if you want your staff to engage in ongoing learning activities, then you’re going to have to model that behavior yourself,” Mr. Ferrazzi wrote.
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