How can a manager be a coach? Conventionally, we are talking about an individual who might be responsible for the subordinate’s month-end remuneration reimbursement, KPI or yearly performance review, workplace promotion, and even the pink slip. Doesn’t that make coaching for managers heavily contradictory?
This is where most people go wrong, misidentifying the role of a manager, and underestimating the positive influence the individual can bring to the organization as a coach and manager. The ‘manager is my boss’ analogy might have worked in the corporate at one point, but if an organization craves success, then they need to change that idea. The same goes for managers. A manager who is also a coach builds partnership with the subordinates fostering trust, which goes a long way in improving the performance of the individual and the team, benefitting the organization.
Problems embedded in the Conventional Manager’s Role
The role of the manager is to execute the task they are entrusted with successfully and staff development. However, more than often, corporate managers often find the job they do pretty difficult. Many find themselves devoting too much time to getting the job done. There is little or no time left for planning the future objectives and other essential aspects of the job. They are unable to focus on the main job at their hands, which is assisting and motivating the subordinates to grow or staff development.
That’s where a manager with coaching skills can make a difference. That’s why corporate entities these days give so much importance to the skills of coaching for a manager. However, to understand that first, we need to understand the traditional management architecture and how it disrupts the manager’s role.
Moving from Traditional Management
In traditional management,
- The manager is the boss;
- Boss is in control and feels that way;
- Performer or subordinate is confused if there is a choice other than following the boss;
- Performer subordinate feels pressured to follow what the boss says.
Even when there is a debate or discussion between the manager and the subordinates, there are hardly any positive results since the culture is “whatever the manager says goes”. It leaves no room for the employees to grow and prosper, as they remain just as followers of the manager’s orders, ultimately causing stagnancy in productivity.
Other times, a manager might want to withdraw with good intention thinking that it would help the subordinate to take up more responsibility. But that is risky as well. Here the member is not choosing to take up the extra responsibility but is pushed to take the load, which might go in a completely different direction than the manager envisioned.
What Coaching Provides for Manager
Now, let’s try to understand why coaching for a manager is essential? Coaching enables the manager to draw a balance between being a leader and an abdicator.
During the coaching, the member becomes informed of the task and the actions that are required to execute the same. The member gets better clarity of the job and willingly takes up the responsibility. The answers provided by the member during the coaching session allow the coach to have a better vision and control of the situation. There is no illusion of control and responsibility like in traditional management.
Are you interested in becoming a manager as a coach? Team Transformation ‘coaching for manager’ course, accredited by the ICF that you can check out at this link. Being a leading coaching institute, they have a global footprint with multiple coaching centers and online coach training by qualified instructors.
