Source | www.resourcefulmanager.com : By
“I feel like I’m not getting through to them.”
“Don’t they hear what I’m saying?”
“They just don’t listen to me!”
Any time we try to teach and can’t get employees to catch on, it’s frustrating.
We pride ourselves on being good coaches. So, when we can’t seem to get employees on the same page, it saps even the most patient manager.
But before pinning the blame on the employee, consider that the problem could be coming from you.
A crucial part of coaching is to play to the person’s strengths.
It’s useless to coach a 350-pound lineman to be a fleet-footed wide receiver. It helps to think of your employees the same way.
“Coach employees to their strongest abilities and the lessons will pay off,” says David Lee, founder of HumanNature@work.
And keep yourself out of it.
Coaching isn’t the time to wax poetic about how you started at the bottom and hit heights no one expected. How well YOU do the job has little to do with how your employee can or will perform.
Here are 5 guides to hone your skills, so your coaching invests in employees performing their best and continuing to improve.
1) Let the Employee Define the Problem
Avoid asking your employee a question then immediately launching into an explanation or list of problems.
This inhibits the most critical part of a teaching moment: We don’t let the employee give a full answer.
For example, you see an employee struggle with a task and ask, “Is there something about the process you don’t understand?”
But rather than wait until the employee answers, you keep going: “Because it is a little tricky if you don’t do it very often, and it has to be done in a very a specific way – here let me show you.”