The need for training, coaching and ongoing (focused) support!
I’ve been mulling over training and coaching these last couple of weeks. I guess what brought these to the forefront of my mind is the fact that I’ve been doing some focused coaching calls – with people that I don’t usually work so closely with.
The other reason is that one company I occasionally work with has a few ‘leaders’ who clearly don’t understand the need for coaching and training. Their perspective is, (quote), ‘I’ve told them what to do – so why don’t they just go and do it?’.
Oh, if only life was so easy…
Anyone new to a job, or task, needs to be trained initially; tell, show, observe are the three rules here. Once they have understood and practiced the task themselves, they need coaching to help them improve and be their best. Coaching doesn’t take place in one fell swoop – coaching is about asking questions, then encouraging the person you are coaching to come up with solutions that they can implement. After (or even with) coaching, comes support – which can be a simple ‘touching base’ communication.
It is critical to remember people can know ‘what’ to do, and ‘how’ to do it… but they still need support, encouragement and recognition.
Support and coaching go hand-in-hand and (if you have a team) to get the best out of your team, you need to ensure you employ these best practices.
If you are a team leader/manager/upline/employer of people, don’t let yourself and your people down by not making focused support/coaching calls – for as long as they need you to!
If you are an employee/downline member of a team, and don’t get the support you need, go further upline and make your needs known.
When upline and downline, employer and employee, talk openly and honestly (for example asking for help without feeling foolish), businesses bloom and people excel.
Have a super February!