Coaching- Another step in Becoming Great!

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Coaching- Another step in Becoming Great!

Category : Blog , management series

I call the day to day process of managing people,  Coaching.  There are many people who have the title Coach, and they perform this function in a variety of ways, with varying styles.  What I am referring to in this post is someone in a supervisory position. This method of management is not new, and I make no claims to proprietary methodology, in fact you are most likely well aware of the process that I have come to call and use as “Coaching”.  Whether you are a CEO or Team Leader or a Project Manager, this method of management works, and it works in tandem with a Leadership model I will write about in another post.
The power of good management is not understood and appreciated in general, and great management is very rare.  Most of what passes for management is effective because the underlying message is or is perceived as–“or else”.  When this perception is at work, the BEST you can hope for is “compliance”, but never ever, excellence.

“Business is about people”- Jack Welch
“If it weren’t for people, management wouldn’t be so difficult.”- Jeff Pelletier

Coaching definition- the art of providing the day-to-day direction and feedback that cause success in people.

Management- is the art of getting things done …through (by means of) people.

Coaching is an aspect or component of management. It is a Management SKILL that is used to do the WORK of management – Planning Directing and Controlling.  The skills of management are
SELECTION
TRAINING
COACHING
LEADING
MOTIVATION
REDIRECTING (chronic performance problems)
ASSESSMENT AND DEVELOPMENT
TERMINATION (for non-performance)

So to do the work of management- the above skills are required and at a highly competent level if management (getting things done through people) is to be truly effective.
So lets talk about Coaching.

My Coaching model is based in Ken Blanchard and Spencer Johnson’s book, “The One Minute Manager.”

This simple but powerful book was originally writen as THE way to manage people. It is not, but it is a great way to Coach your people, if its used that way, and I recommend that you do.

Situational Leadership and the One Minute Manager  was written later to bring the fullness of leadership and management together.  
Coaching using the OMM model works like this-
One Minute Goals are behavioral and measurable performance expectations given to a subordinate, that are within the context of their day to day job, that if achieved get the job done and make an incremental improvement in the person’s performance.  Used this way, with selected people, especially recent trainees or with a recent process change, OMG’s can really help you to “sustain the gain”, which is one of management’s biggest problems.

But because management is a contact sport- you don’t just set the expectation and leave it at that. You must observe and remain “in touch” with the person throughout the day, and let them know you will be doing so.

Feedback is the key to Coaching-  and the OMM model is perfect for this. As you check back and observe the expected performance the idea is to “catch the person doing it right.”   This is why management is a contact sport. Timing is very important here. You must be deliberate in both observing performance, and in the timing of the feedback.   If you are, you will “seat” the new performance and sustain the gain, This will occur especially if after you explain what the person did, how you feel about what they did (to achieve the goal), and set that new performance as the expectation, which you then reinforce the next day, with feedback.

These two components if done well, are the CREAM of the OMM system. Because if you “Select Winners” (the proces for which I have written about extensively), you will only need to do these two, most of the time. Great people usually don’t require reprimands, even though One Minute Reprimands are very effective.  But as I said most great people are usually first to admit their mistakes and “repent” whicb is the goal of a One Minute Reprimand.  But in those cases when someone under-performs or just flat out “blows it”, you should follow up with a OMR.  (So we NEVER reprimand a new learner.) In those cases, tell the person what they did wrong or did not do at all.  Tell them how you feel about what they did, give them a second to think about that —then set them back up to win, and follow-through (OMP)  when they do!

These three components of the One Minute Manager process, when used as a day to day coaching process to drive incremental improvement, are extremely effective skills that are part of the Management Series we teach to our client companies.  Email to learn how the Management Series can help your company.

Jeff Pelletier, Chief Effectiveness Officer
Becoming Great! Enterprises, LLC
www.becominggreat.com
jeff@becominggreat.com

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