In the current era, the role of supervisors is no longer just giving orders because the new hot role is being a "coach". Because coaching is pulling out the potential of each team member to use it as much as possible, which will benefit both the company, team members, and even the supervisor themselves in the long term. So how can supervisors also act as coaches, and what skills are needed? Follow in this article.
What is the Manager as Coach concept?
The Manager as Coach concept is that supervisors will act like coaches, stimulating the team to accomplish goals of each project successfully, participating in team development, helping each person build strengths and reduce weaknesses to a minimum, and also helping promote teamwork to increase efficiency and morale in work.
Benefits of Coaching
Employees stay with the company longer
Coaching to draw out the potential of team members as much as possible shows that you see value in team members, making them trust you and respect your opinions, resulting in them wanting to work at this company longer because they feel that you value their career growth and success.
Your relationship with team members improves
Coaching makes you understand team members more. You will learn what each person's goals are, what skills they have, what they are especially interested in, and when you listen and help team members develop themselves, they will feel more trust in you.
Team performance improves
Because when each person in the team develops themselves, the team overview will develop accordingly. Moreover, promoting teamwork also makes teamwork more efficient.
How can Managers develop themselves to become Coaches?
Find a Framework that suits you
A Framework is something that helps guide how to talk with team members to make conversations as effective as possible. Examples of commonly used Frameworks are GROW and AOR
Framework: GROW is suitable for 1:1 meetings
- Goal: First, you need to think about what you want from this conversation, such as wanting employees to learn something or develop in some area
- Reality: Listen to what the current situation is like, whether current approaches are working, what is already good and what should be improved
- Option: Supervisors and team members consider options together
- What's next: The final step is planning what methods will be used to change the current situation to reach the set goals
- Action: What have you done?
- Observation: What are the results?
- Reflection: What do you think you did well and what can still be improved?
Evaluate team members
Supervisors can evaluate team members to adjust coaching methods to suit each person. It can be roughly divided into 4 levels as follows:
- Novice are new employees who need guidance on things that other team members consider easy, but they are usually willing to listen and learn
- Doer are employees who generally understand their roles and how to work broadly, but may need occasional guidance for more complex tasks
- Performer are employees who perform their duties well, often work beyond the supervisor's expectations, rarely make mistakes, and can improve themselves even with minimal guidance
- Master are employees who have high knowledge and experience in their field of work and can work faster than others and do more challenging tasks than others. These employees can be both excellent teachers and coaches and are valuable resources in the team
Ask open-ended questions to stimulate team members to give sincere and thoughtful answers about their own work experience, including telling strengths and weaknesses. Supervisors can also use these conversations to build good relationships with team members.
Listen attentively
Try to encourage team members to give honest feedback and use Active Listening skills or listening while trying to understand what the other party is saying, to promote trust within the team, making it easier to work together.
Encourage and Empower team members
Encourage team members to be confident in their own abilities and embrace opportunities for growth. Support them to develop their own skills and give them opportunities to make their own decisions to show that you trust them.
Summary
Coaching is a necessary skill for leaders and supervisors because besides making overall work look better, coaching also helps strengthen relationships between supervisors and team members. Because the relationship that arises from coaching is a relationship that arises from both parties giving trust and respect to each other.
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Sources:
https://ca.indeed.com/career-advice/career-development/manager-as-coach https://www.zavvy.io/blog/manager-as-coach#strong%F0%9F%92%AA-5-step-system-to-help-your-managers-become-effective-coachesstrong