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Gentry Bloch posted an update 1 year, 11 months ago
Effective managers are guides, not givers of answers. They focus on growth and goodness instead of giving commands. They praise specific actions, not simply accomplishments. This type of coaching is critical to a manager’s success. There are several characteristics that make an effective manager. Listed below are some of the qualities of an effective manager. Read on to discover how coaching can benefit your business. Here are some ways to choose a management coach:
Effective managers are guides
When a manager acts like a coach, they are not the person who gives answers but questions. They listen and support rather than criticize and judge, helping their employees develop to be better. The following are some traits of an effective manager. Read these traits and become a management coach! Listed below are some examples of effective managers. These traits will make you a better manager. If you want to know more, consider purchasing this book.
Employees look to their managers to make decisions. They rely on them to resolve problems and steer the team towards success. A good manager should empower their team and take the lead when needed. When employees are confident in their manager, they are more likely to follow directions and do their job well. An ineffective manager, however, may lack the confidence needed to give clear direction and make key decisions. This could lead to a lack of trust among your team.
They ask questions instead of providing answers
Leadership development training that is focused on asking questions rather than providing answers is one of the best ways to unleash the true potential of people. Giving answers only keeps people dependent and small. Asking questions is an easy, straightforward, and effective way to unleash the potential of people. Good questions compel people to think, and an explicit invitation to do so is an effective antidote to the institutionalized laziness of thinking that permeates hierarchical organizations.
Smart leaders are comfortable with the notion of not knowing, and seek to understand what employees truly value. They ask questions sincerely, because they want to learn about the situation, meet expectations, and discover divergent answers. Those leaders aren’t looking to gain a sense of power by providing answers and dictating policies. They are interested in listening to the perspectives and ideas of others, and they don’t need to be correct to get the job done.
They are genuine and specific in their praise
Managers who value their employees’ skills and contributions are not afraid to express their praise. They are constantly on the lookout for teaching moments. These opportunities can arise during meetings, casual conversations, or in department-wide memos and personal notes. Whether verbal or written, managers are careful to express their praise with specificity. It is important to remember that managers are human beings and sometimes criticize and praise may not be equally meaningful to them.
People tend to respond better to specific workplace praise than to general workplace praise. This is because people who know you are paying attention will put in the extra effort to please you. Giving out specific praise is an effective way to keep your best performers motivated and give a boost to under-performing employees. By providing constructive feedback for weaknesses, you can coach those who need it most. So, how can you make your workplace praise more specific and authentic?
They help employees identify potential solutions
One way that management coaching can help employees find solutions is by asking them about their current problems. Employees often find it difficult to articulate the solution they want. Asking open-ended questions can help them clarify the problem and develop possible solutions. Asking questions also provides a springboard for further discussion and may even lead to an idea for a different approach. Ultimately, agency are more likely to buy into a solution when they are actively involved in its development.