As leaders, it is important to remember we are there to coach employees to their potential. This often gets overlooked because we get busy running the business, attending meeting after meeting (many of which are non-value added). Then, with the little energy we have left, we get around to doing our hardest work, coaching and directing employees.
What requires even more energy is coaching an employee or group that isn’t performing to expectations, which is our fault as their leader. Typically, we look at this scenario as having two options:
- We can let them go, which will destroy the culture.
- Spend the time and energy to coach employees to their possibilities.
There are a few steps to keep in mind to coach employees to their possibilities.
1. Master the role you are in before going to the next level
People often think if I can only get to X level then everything will be great! They aren’t patient enough to learn the building blocks and skills that will take them to the next level.
Most organizations have multiple levels and people receive additional responsibility after they have shown that they can succeed at their current level.
I can remember beginning in the workforce at a paper mill. Just out of college with an engineering degree, I thought it would be great if I got to be an area coordinator. The person running a department of the paper mill. I didn’t know what I didn’t know. There were tons of skills I didn’t have as far as leading people were concerned.
Luckily, some leaders saw potential in me and started me as a floor supervisor so I could gain those skills. It was hard being a twenty-three-year-old supervisor in a Union environment, but I learned quickly. I had to succeed at the role I was in before proceeding to the next level.
2. Provide clarity on the activities for success
Ensure that your employees understand the correct activities for success. Is there standard work to follow? Do they know how to use the systems that support their job? Do they know who to go to when they have questions?
These are items that need to be in place for your employees to be successful. Sit down with them day one and ask what THEY want out of the job (besides a paycheck). Maybe they are saving to buy a house. They might want to learn new skills. Understand what is important to them so you can support them if they lose sight of the bigger picture as time moves forward.
3. Daily, then weekly, then monthly accountability
Let them know you believe they will be successful. Begin the process with a twice-daily check-in. At the beginning of the day let them share what they plan on doing that day. Have them share what they accomplished at the end of the day.
If after two weeks they have been successful, then let them check in on Monday and Friday for the remaining two weeks. If they have been successful during that time frame, chances are they are on their way to working toward their possibilities and you can keep in touch with a monthly check-in.
I have used this technique to coach employees. It takes effort but if you want to be a successful leader, it is a solid approach. Try it and let me know how it goes!
As always it is an honor to serve you. I hope that you and your company are getting better every day!
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