HATE turns to LOVE - How managers learn to love coaching
Leadership coaching works best when it is contagious rather than demanded. Using LifePsych® Coaching, leaders will make for excellent coaching role models when properly trained and buy into a great process. When leaders learn how to love coaching, they will create a growth oriented, innovative and supportive organizational environment.
Hire a “brilliant coach” or engage a “brilliant process?”
No one wants to be coached by a “loser.” Some coaches tend to arrogantly embellish their talent in hope of successfully competing against other coaches. While it is true that different coaches have different kinds of training, experience and levels of intelligence, choosing a “brilliant process” will have a greater impact and longer lasting results. Truly “brilliant coaches” are rare, whereas most competent leaders can learn a “brilliant process” and teach the process to others.
Are you “coach dependent” or “process engaged?”
Some coaches value the financial security of creating "coach dependent" clients where a participant’s success is largely dependent on following the advice of a coach. A better approach is to become "process dependent" and create your own pathway toward success. While it is wise to seek interpersonal encouragement along the way, retaining responsibility for the growth plan and documentation will provide life-long results.
coaching that is Useful, meaningful and Effective
To be effective, performance management coaching must focus on aligning employees with the strategic plan, improve employee performance, support self-development and help all team members with interpersonal engagement. Consistent engagement of micro-learning techniques will create long-term results.
To be effective:
Using once a year performance appraisals does not accomplish any of the above. The PGP:
To be effective:
- These efforts need to occur for everyone, all the time.
- Leaders need to learn how to coach those they're leading.
- Everyone needs to believe that the coaching process is useful, meaningful, and effective.
- The micro-learning format encourages the execution of courageous actions.
Using once a year performance appraisals does not accomplish any of the above. The PGP:
- Provides fundamental skills required for performance management
- Offers a great way to provide effective feedback for employees
- Identifies and addresses the developmental needs of employees
- Creates goal patterns and hold employees accountable to them
- Uses the PGPx micro-learning format to support the best practices of the PGP
- Holds employees responsible for plan creation, execution and documentation
- Uses LifePsych® Coaching to bring all these efforts together with routine leader engagement
David’s leadership coaching is easy to learn and easy to use. No matter who you are, as long as you want to be better and stronger, his simple guidance always provides opportunities to achieve more than you think you can be. — Daniel Gao Ph.D., PE, Engineering Manager, CBC Steel Buildings-California