Training has become an integral part of many organisations. Businesses that have seen success after training their people has been consistently increasing their investment in training and development. Several organisations across Industries have also understood the importance of coaching over training. While training imparts the knowledge required to carry out the job, coaching ensures the knowledge is retained and applied at the right time to give better results. While it is important to invest in coaching, it is also equally important, if not more, to align the coaching goals with that of the organisation's goals. Aligning the goals helps create a coaching agenda that would not only help the people realise their potential, it helps the people understand their contribution to the organisation, and helps the organisation move in the right direction.
It is important to coach senior team members,but the significance of coaching front-line managers cannot be underestimated. The role of a front-line manager is distinct from that of a senior manager. Front-line managers are the ones deal with employees on a day-to-day basis. 70% of staff in any organisation report to front-line managers. Their role then, in transforming the organisation becomes crucial as they directly influence the way the employees perceive the organisation. Shouldn't such influential people be coached in the right way then, so they can drive the business towards according it's goals?
Incorporating a coaching culture is not that difficult
The first step in incorporating a coaching culture is to understand the skill gaps, and the immediate requirements of the organisation. The second step is to understand what kind of coaching works for what kind of people. For most businesses, traditional training methods that focus on classroom based learning are not the way to go. Since many organisations count millennials in their workforce, coaching methods and techniques need to evolve to impart knowledge through a medium that millennials feel comfortable using.
Coaching people through the channels they are comfortable with not only helps them absorb and retain the knowledge they have acquired, but it sends the message to them that the organisation cares about them. This coaching culture would empower the employees and foster a sense of belonging, improving engagement and productivity.
To enable this, coaching has to be done from top down. This is to empower people across the organisation at all levels the coaching can have a positive impact on the way people approach work.
The positive impact of coaching and how it transforms organisations
The right coaching methods don't just focus on imparting knowledge and building skills that are necessary for the job, they focus on building people skills as well. For front-line managers, people skills are critical - their people skills are what dictates the way interact with employees on a day-to-day basis and how they influence their team members.
Most of the front-line managers have strong technical skills, but lack the confidence and the skills to handle people. Coaching can help build their confidence by catering to their personal and professional development. At a personal level, coaching helps the front-line managers to become self-reliant, take ownership for their work and their team members, communicate more efficiently, and stay in control of situations.
When front-line managers are confident and efficient, they earn the respect from the employees, making it easier for them to guide and mentor the team members. Team members will also be more comfortable working with a confident manager, who is sure of his/her decisions and can take responsibility. Employees feel safe, trusted and well taken care of, which leads to a positive approach to their work, the organisation and in turn their customers.
Coaching with the right agenda in place, can transform organisations in several ways.
At a fundamental level, coaching can help overcome performance issues, as it boosts employee confidence and satisfaction. Performance issues, especially among the front line managers, can prove detrimental to the functioning of an organisation. Since they are the most influential people in the organisation, performance issues at this level can result in increased attrition rate, decreased motivation levels,and poor customer service. The margins of the company suffers as a result.Performance issues arise as a result of lack of confidence and people management skills. When front-line managers are unsure, senior managers would have to constantly step in to resolve issues and problems, removing their focus away from other, bigger aspects of the business.
At the second level, coaching the front-line managers helps improve the employee engagement. Employees feel comfortable when their manager is confident of his/her decisions and take responsibility. When a manager is confident and has good people skills, he is approachable and trustworthy. Employees feel safe, trusted and appreciated. This changes the way they interact with the organisation, other team members and in turn, the customers.
Overall, when empowered employees and front-line managers work together, the culture of the company improves in more ways than one. Trust levels improve as employees feel supported and encouraged by their managers and the organisation. The attitudes, beliefs and the motivations which defines the way people approach work changes when they feel empowered and have a sense of belonging. As a result of all these, overall performance sees an increase and consequently the organisation's margins receive a boost.
A transformational Strategy
To achieve organisational transformation, it is to have an Integrated learning approach and Coachlive works with organisations to create a coaching strategy that is not just sitting down in a classroom for a day filled with lectures. Coachlive focuses on virtual, face to face, flexible learning that’ll help individuals learn and retain the knowledge and immediately action it in the workplace.
How Coachlive gets results?
Coachlive works with clients closely to understand business goals, and strives to track those goals. Senior managers and leaders are included in the coaching- their support and sponsorship is highly valued, while their expectations are met.
Coachlive delivers coaching at scale that is flexible and tailored to suit organisational needs. The coaching process is easy and the structure and scheduling are planned in a way that would add value by enabling immediate application to the live work environment.
Coachlive offers that simple coaching conversation. Coachlive also offers live,individual coaching from a highly qualified executive coach.