Although workplaces and management styles have changed dramatically in recent decades, the old attitudes of command and control management are still dominant in many companies. This management approach means that managers must tell employees exactly what to do, when to do and how to do the tasks. The manager is supposed to have all the answers and solve all problems.
It is therefore not surprising that many people find this approach demotivating, and productivity associated with this management style is considered unsatisfactory. Nobody likes being told exactly what to do. When people have no opportunity to express themselves and contribute outside of their job duties, they alienate and disengage.
This approach based on command and control and must be completely rejected in favor of an approach based on collaboration and commitment. A more positive approach to managerial coaching will bring a constructive change, provided the coaching lays down explicitly the new expectations of managers.
The coaching profession has exploded in recent years and diversified into many fields and industries. All these people are dedicated to helping others achieve their goals, to improve certain aspects of their life or their business or advance their careers.
Tags: Management Style, Manager-Coach, Positive Workplace Dynamics
[...] A new mindset The mood of the manager-coach is to create an environment that fosters learning, independent thinking and opportunities for contribution to the development of the organization. The manager-coach does not want to be perceived as a solution provider. However, he wants to be seen as a facilitator who paves the way for team members to achieve their goals. Coach managers are role models for others. They have excellent communication skills and listening skills and are open to new perspectives and encourage their implementation while setting high standards and ambitious goals. There are eight steps to become a good manager-coach: 1. [...]
[...] Nobody likes to be told exactly what to do. When people do not have the opportunity to comment and contribute outside of their job duties, they alienate and disengage. The approach based on command and control must be completely discarded in favor of an approach based on collaboration and commitment. A coaching approach or manager-coach could bring a positive change, provided they are clear about what really are the new expectations of managers. Coaching: what does it really mean? The coaching profession has exploded in recent years by diversifying into many fields and industries. [...]
[...] It is likely that you were not listening (or that you did not listen), or maybe your first reaction must have made that person to think twice before you submit the problem. Listening is truly one of the best attitudes to be developed as the skills of your staff, whatever your role is. Good listening requires being really interested to empathize and to go beyond conversation to discover what is behind the problem. All the great managers, without exception, have this ability to listen Focus on the development of each employee's strengths rather than simply manage the results. Identify the development needs of each person and commit that it reaches them. [...]
[...] Do not criticize others and do not be too overbearing with them. Take full responsibility for the actions of your employees. If you're about to get into non-constructive criticism, take a deep breath and rephrase your words to get your message across without offending the sensibilities of others. It is possible to formulate any constructive terms, even a negative feeling. The trick is to practice it Create an environment where people want to work with you and feel valued and respected. [...]
[...] The managers think that it is usually faster and easier to tell someone what to do or do yourself rather than giving employees the opportunity to solve the problem. By always providing the answers, managers exclude learning opportunities and do not allow their employees to offer alternatives (which may be best). If you are about to give an answer, take a deep breath and ask a question like "What would you do in this situation?" 6. As a manager, stop taking any decisions. [...]
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