For a manager, it does not suffice to take success as a trail of mails and numerous meetings held to communicate the need of results to their employees. For a manager, it also does not suffice to go on about their daily duties religiously and stick to following the conventional authoritarian ways of getting a task done.

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There was a time in the HR industry when domineering leadership witnessed a dip and more benevolent forms of people management sprung up. Given the kind of demographic shift that the global HR industry faces today, is it a time to revive the autocratic form, or is it time to focus on a fresh perspective?

The majority of working professionals will second that being oppressive and controlling cannot be the solution to moulding foolproof solutions for organizational problems. The majority will also second that, at present, most employees across industries want coaches as their rescuers. Therefore, coaching can possibly work out as a favourable solution to most organizational needs.
At least it can help diminish the gap in understanding between Gen-Y and Gen-X. As the latter coaches the former on matters like organizational behaviour, operations requirement, code of ethics and conduct, and other necessary aspects, both the generations can find a fit each for themselves. However, all this is easier said than done. Coaching is an art that every mentor and manager needs to be good, if not great at, . CareerBuilder India lists 4 tips for the coaching manager:

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1. Finding the Right Distance: Do you look like a coach? Well, that is not as important a question as whether you conduct yourself like one or not. Employees really observe how you carry yourself in an organizational set-up and to what extent you are involved in a job. For example, micromanagers are too closely working alongside one another to be considered coaches. Make your presence felt, but from a distance. Others should know that you are someone important.

2. Creating an Impact (from that Distance): So what is your role exactly? Apart from making sure that the institutional objectives are being accomplished, you role is to be impactful. How do you do that? By ensuring that employees are doing great. Their success will make you look better and their failures will bring you down. Coach, council or discipline – do it your way – but make sure that the employees perform better.

3. Work by Vote: There can be nothing like getting the majority to work for a task. You can (and there is nothing wrong with it) make your employees work on emergency deadlines; however, there is an altogether different and positive energy when everyone does the work willingly.

4. Ask: Too much of giving advice does not work any more. Ask your team what it considers as an issue. Ask them for their perspective on the problem.

Involve them in brainstorming and then slowly slip in some advice. That way you are giving them the hints to better productivity but also making them face the real problem.
Coaching is a key skill that every manager should polish, whether he or she belongs to the HR industry or to IT. An article on Forbes by Douglas Riddle states, “if a coach can’t create an environment that dissolves the limitations of history, expectation, and assumption, I’m not interested.” Seems like it’s hard work for the coaches!

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