Managers need to be good coaches

In the business world, where speed is key and competitiveness is imperative, business leaders face constant pressure to become increasingly efficient. It is essential that managers today distinguish themselves by their ability to lead teams effectively, and this entails mastering coaching skills. However, it is alarming to note that many of these professionals take on coaching responsibilities without the proper training to develop these competencies.

It is undeniable that the role of coaching has become integrated into the everyday tasks of managers today. However, it is concerning to observe that the vast majority of them lack the necessary training to carry out this task effectively. In fact, according to recent statistics, over 80% of organizations recognize the importance of coaching as a tool for staff development, but surprisingly only 15% of managers have received adequate training to perform in this role.

Faced with this gap between the demand for coaching skills and the actual training of managers, it is crucial to recognize the urgent need to invest in training programs that equip these leaders with the necessary competencies to guide, motivate, and develop their teams effectively. Only then can optimal levels of performance and competitiveness be achieved in an increasingly challenging and changing business environment.

The absence of training can lead to costly and detrimental consequences. It is akin to putting a novice behind the wheel of a car and simply wishing them "good luck." Although they may have some notion of what is expected of them, they lack legitimate training in the skills necessary to drive safely and efficiently.

Imagine that inexperienced driver facing complicated traffic situations or adverse weather conditions. Without proper training, they would be prone to making potentially dangerous mistakes for themselves and other road users. Similarly, in the workplace, lack of training can lead to similar risks and inefficiencies.

By not providing adequate training, organizations risk exposing their employees to situations where they could make costly errors, fail to meet expected performance standards, or even endanger workplace safety. Furthermore, lack of training can undermine employee morale, erode their confidence in their abilities, and negatively impact their productivity.

Read an excerpt from the book "COACHING FOR B2B SALES MANAGERS"

Therefore, it is essential for companies to recognize the importance of investing in effective training programs. Providing employees with the knowledge, skills, and tools they need not only enables them to perform their tasks competently but also contributes to the long-term growth and success of the organization as a whole.

Coaching represents a specific set of competencies and skills that go beyond being merely a new label added to a manager's usual responsibilities. It is crucial for managers to acquire these skills to develop their coaching ability, learn when and how to apply them, and cultivate the confidence necessary to effectively guide and train their sales teams. With proper training, your company will experience significant and transformative benefits.

The benefits that coaching can bring are diverse and profound:

Employee performance improvement: By providing personalized guidance and specific direction, coaching helps employees reach their full potential and improve their performance to optimal levels. This not only benefits the individual but also contributes to the overall success of the company.

Strengthening and increased productivity of the company: When managers are equipped with strong coaching skills, the company becomes more robust and efficient. Developing internal talent and optimizing human resources are fundamental to achieving sustained productivity and constant growth.

Effective change management and fostering growth: Coaching helps teams adapt more easily to changes in the business environment and embrace growth proactively. It facilitates the transition to new strategies, processes, or technologies, thereby promoting a responsive and dynamic organizational culture.

Human potential development: Through coaching, the best is drawn out of people, and their true potential is unlocked. Employees feel motivated, empowered, and enabled to overcome challenges, achieve ambitious goals, and contribute significantly to the collective success of the company.

Enhancement of interpersonal communication: Coaching not only improves managers' leadership and management skills but also strengthens interpersonal communication throughout the organization. It fosters a culture of openness, trust, and collaboration, where the exchange of ideas and constructive feedback are actively valued and promoted.

Don't you want your company to miss out on these benefits, right? I invite you to start the process of ensuring that your managers are properly trained in these vital skills, not only to specialize but also to provide them with the opportunity to learn and gain new experience. It is essential to assess lessons learned to ensure continuous and effective development.

First and foremost, it is crucial for managers to thoroughly understand what coaching is, as well as what it entails and what it does not. Without this fundamental understanding, they risk falling into the trap of not recognizing whether they are applying coaching effectively or not. Therefore, they will need to familiarize themselves with at least one coaching model that offers a defined process and a clear structure to work with. This provides the focus, clarity, and boundaries necessary to carry out coaching effectively.

Read an excerpt from the book "Building a Winning Team: Training and Development Strategies in Sales"

Additionally, managers should develop basic skills that are fundamental to coaching success. These skills include the ability to actively listen, ask powerful questions, motivate, clarify expectations, foster trust, and build strong relationships with team members. It is also crucial for them to learn how to constructively challenge, acknowledge achievements, encourage collaboration, and plan concrete actions for growth and continuous development.

By investing in the development of these skills, managers will be better equipped to lead and support their teams effectively, promoting a collaborative, motivating, and growth-oriented work environment. This proactive approach to leadership development will not only benefit individuals and teams but also drive the overall success of the organization.

Specializing in these skills is the crucial first step to begin coaching others. However, it is not enough to simply acquire basic skills and stop there. It is essential to establish a structure and an environment that foster continuous development and learning.

Too often, we may learn something new only to find that upon returning to the work environment, we have retained only a fraction of what we learned. Or worse, we find ourselves facing obstacles that we don't know how to overcome. That's why managers also need their own experienced coach to accompany them after their initial training. This coach will provide ongoing support to improve their coaching skills and give them the confidence to know they are performing their role adequately.

One way to start this process could be to select an initial group of managers and supervisors to receive training. As you plan training for your managers, it is important to first identify what they truly need to be effective, what knowledge they already possess about coaching, what else they need to learn, and which of them show genuine interest in learning how to coach.

By asking these questions of your managers, you will get a clearer picture of what is truly required. While it may require time and commitment in the present, it will ensure they receive the training they need most. Knowing your company as you do, taking action in this regard today is the most important step you can take to bring your managers one step closer to reaching their full potential and contributing to the overall success of the organization.

Dionisio Melo