In my coaching work, I meet many people responsible for managing others who tell me that they have never had any practical management training and felt they had to learn the hard way.
A lot of people don’t get any training before becoming a manager and yet put huge expectations on themselves to know all the answers – even when they’ve only been in the role for a short period.
There seems to be an idea in some circles that working with a coach is all about fixing problems but I am pleased to report that there is so much more to it than that!
A few years ago, I was at a networking event and met a very nice man who had Business Coach on his name tag. When I asked where he had completed his coach training, he told me he hadn’t any qualifications in coaching, it was just a good way to attract clients. I was horrified!
I have been coaching teams for many years – always with a focus on strengths. “What does this team do well and how can you reap the rewards of a strengths-based approach to reach your goals?” is usually my starter for 10 question. When organisations and managers focus on maximising individuals’ strengths instead of focusing on developing their weaknesses, the result is a happier workplace with higher levels of engagement, motivation and performance. So if ever there was a time to help your people feel more engaged, valued and motivated, it’s now!
One of the key parts of the coaching is recognising the difference between managing and leading a team. Is a good manager automatically a good leader?
I often get asked if there is a difference between coaching men and women. Do men bring the same issues to a coaching session as women? An interesting question, don’t you think?
A value is something that you believe to be fundamentally important. When we honour our values, it can give us a real sense of purpose. They not only motivate us to take action but the action that is right for us. Ignoring or disrespecting them makes us feel stuck, stressed and frustrated.