COACHING FOR SUCCESS
Previously in this space, we discussed how business leaders are increasingly analyzing their abilities to execute on strategy in addition to delivering the strategic vision. It’s no longer the case that managers alone are expected to handle the details that turn vision into reality. We encouraged “coaching for performance” then and thought enough of the idea to devote another column to it.

Think about your favorite Olympic athlete. Do you think the athlete’s goal is foremost on her mind every day? You bet it is. That’s why it’s your job and your manager’s job to act as a coach to get Olympic-level performances out of all your people. In addition to focusing on the goal, Olympic athletes are incredibly disciplined. Executing goals that were set months ago is no different. It requires that same level of commitment and discipline.

This is where you and your managers need to lead rather than fight fires and do detail work. By acting as a coach, use the plan as your framework to guide your team to high performance. What do coaches do?

Encourage: Everyone needs to feel like they’re doing a good job and are appreciated for their hard work. Coaches say encouraging words to their team to keep them motivated and engaged.

Support: Without the right skills and resources for the job, no amount of prodding and pushing will get it done. Coaches support their teams by making sure they have the training, knowledge, and ability to complete the task.

Yell at the right time: Just like athletic coaches know when to yell, managers need to know when to “push” their team when they need it. A good coach knows when performance is lagging and when to turn on the pressure.

Bring out the best: Seeing the strengths and weaknesses of your team allows you to bring out the best in your staff. Coaches know how to make you the best you can be.

Monitor performance: Keeping track of how everyone is performing is another trait of a good coach. With the goals you set, you can assist your employee in creating an action plan if it isn’t already established and keep them on the path toward achieving it. Meet with the employee regularly to discuss the status of goal accomplishment. Coach your team when there are setbacks or roadblocks and recognize and reward employees for achievements.

STRATEGY CHECK: