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Sometimes the terms “managing” and “coaching” are used interchangeably in the workplace. In reality, they are two distinct approaches. While both are leadership styles – and someone who supervises people and teams can and should use both – management is more work-centric and coaching is more employee-centric.
Managers spend the bulk of their time directing and delegating. They are mostly responsible for making sure employees fulfill their job duties satisfactorily and work gets done. Managing is a goal-oriented process that involves setting near-term objectives, evaluating performance, minimizing operational inefficiencies and ensuring work tasks are completed on time.
Coaching, on the other hand, is a longer-term endeavor that takes a personalized approach to developing an employee’s potential. It involves more one-on-one and open-ended communication than managing does. Coaches provide concrete guidance designed to help coachees enhance their performance through self-directed learning and personal growth.
Managing and coaching are both critical pieces of the puzzle for companies looking to create a positive, productive and engaging work environment. Managing is necessary for meeting deadlines and completing projects. When managers switch to their coaching hats, they help their direct reports set and achieve professional goals, boosting engagement and productivity levels – two key benefits of coaching employees.
In coaching mode, supervisors maintain dialogue that leads to employee self-awareness, action and creativity. Coaching is not telling someone how to do something. Rather, the purpose of coaching is to uncover performance roadblocks that keep employees from being as effective as they could be on the job, as well as ways to get around them and excel.
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Coaches provide focused support and guidance, making coaching in the workplace an effective strategy when employees:
Conversely, coaching may not be the best approach if employees:
Coaching also is never a substitute for disciplinary action in cases of severe employee misconduct. If the issues at hand involve human resources or legal matters, it’s crucial to involve the appropriate departments or professionals to ensure compliance and faster resolution than coaching provides.
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Effective leaders are able to assess situations and determine whether coaching is the best way to contribute to the success of both an individual employee and the organization. They take into account an employee’s willingness and ability to improve, as well as the urgency of performance improvement needs.
If coaching is deemed the preferred approach over managing in a given situation, it’s still essential to set clear goals and expectations, provide regular feedback and offer support and resources for development.
Small business owners and managers may need training on how to coach before they can do so effectively, since coaching is different than managing and isn’t necessarily an inherent skill.
Good coaches:
Leaders of companies without a robust human resources department often rely on a trusted professional employer organization like Axcet HR Solutions to customize programs that meet their employees’ and managers’ specific coaching and other HR needs. The experienced employee relations consultants at Axcet have been helping clients foster a sense of purpose and engagement among employees since 1988.
Whether you work with us or not, remember that promoting a culture of continuous learning and professional development through coaching in the workplace will aid in driving your business forward.
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