Coach your team members If you identify a skill gap or an inability or reluctance to follow procedures, take on the role of coach yourself or arrange for someone else to show the person how the task should be done. Coaching depends on trust and respect. In the workplace, coaching relationships work well when directed at a short-term, identified need such as inducting a new staff member, adjusting an employee's interpersonal style or way of operating, giving advice on policies and procedures, or developing a specific skill. Let your team members know you expect them to participate in the coaching activity and that you anticipate the coaching will be successful. Give and invite feedback during the process. If a coaching relationship is not working, initiate a change. If skill development is too slow, take a different approach.
Page 70 of 115 Coaching improves team performance The workplace coach seeks to improve the performance of the team or individual by: • listening and responding to the individual • offering advice and suggestions • giving constructive feedback • guiding the person through the way things should be done • providing encouragement and support. Coaching is learning by doing The main advantage of workplace coaching is learning by doing. Coaching challenges the learner to take an active part in the process and to ask questions as necessary. The learner is then able to: • clarify the current situation • identify their own skill gaps • link business and individual needs by focusing on current workplace challenges and the skills and attributes required to meet those challenges • establish a time frame for acquiring the necessary skills or knowledge • identify and resolve other issues that are raised through the coaching process. Coaching creates a learning environment An effective coach creates an environment conducive to learning and has a positive effect on morale and productivity. A good coach is motivated to take on the role and must believe that another person can benefit from their assistance. As a manager, you may not need or be able to coach every team member but you do need to provide the support mechanisms for others to do any necessary coaching; Mentor your team members A workplace mentor is someone who is considered to have sufficient experience or expertise to be able to assist and counsel those who are less experienced.
Page 71 of 115 A mentor can help an individual reflect, adapt and explore new approaches. They should give constructive feedback, offer practical advice and help the learner develop their unique skills and attributes. Mentoring is particularly useful for inducting new members into an existing team but it is equally important for increasing skill levels or modelling behaviour required from team members.
- Spring '14