Think about how you feel when someone recognizes your abilities. Does it make you feel good? The answer to that question is typically, yes! People are more willing do things that help them feel good, appreciated and accepted. Praise and recognition when sincere and specific encourage a tremendous amount more positive productivity than criticism does. That is not to say, we don’t correct bad behavior. We certainly must and we must do so mindfully.
It is important to be selective when coaching bad behavior as well. This goes without saying but I’ll say it anyway. Don’t publically criticize and never humiliate! Also consider that every time you see an area for improvement in an employee, this may NOT necessarily be the time for coaching to improve the behavior, unless of course the behavior is one that could cause serious damage or harm.
Sometimes – thirty minutes to an hour of focused coaching makes more sense where multiple areas can be discussed and positives can be reinforced.
The alternative to this is continuous spot-check corrections throughout the day or at every observation. When spot-check corrections are overdone it can be viewed as nit-picky perfectionism or worst yet as negative reinforcement or nagging.
Employees should also be able to feel as though they are making some of the choices (that they have a say in the things that impact them). Over-powering a conversation or situation for instance does not promote acceptance from others. It is certainly possible that by overpowering and controlling an individual or situation the perpetrator will get temporary compliance, but this is not a long-term agreement. Nor does it promote creative conversational interaction, idea sharing or empowerment.
For an employee to be truly persuaded they must believe in what you are asking them to do and they must feel that they have the ability to accomplish the task(s) at hand. Let them take responsibility and they will also take pride in accomplishing the task.
My favorite mentor once told me, “If you expect the best they won’t surprise you and if you expect the worst they won’t surprise you” Plain and simple – People want to feel that they are making a difference. A Micro-managed employee is less likely to believe in themselves and over time, they will seek opportunities where they can feel valued and competent.
Keep in mind that seasoned professionals typically prefer not to be micromanaged. These are the very same professionals you want to hire into your organization. They want direction and goals and then they just need for you to get out of their way so they can get it done.
A Coaches’ - Notes to Self: “Attitude and confidence are everything – Especially in sales.”
To those who are coaching: Take the “I” word out of your vocabulary as it relates to the employee’s work. As an example, “I want you doing this” Is about “you” the coach. That’s not to say you shouldn’t define your expectations. You should and must define them – clearly. Try framing expectations around the benefit to the employee for better engagement and results.
As a coach you are there to serve the employee – the employee is your customer. Just as you would ask a customer to take action – Think about the benefit to your customer? Use “we” words over “I” words as often as possible.
Share your comments, stories or thoughts!
