April 19, 2010

Business Coach Training:

Business Coach training is fast becoming an established part of the way many successful Organisations are designing their training and development programs.

The Business Coach training concept, is increasingly being seen as an essential tool of management training and an important aid in getting the best out of available resources.
The fact that  departmental managers already possessing significant job descriptions, are happily taking on the additional responsibilities of adopting  business coach training to then download knowledge and expertise to their subordinates, clearly demonstrates the increasing respect being given to the sector.

Enlightened modern managers should as a matter of course be employing business coach training techniques to help ensure their staff perform at their very best. But before the employees are open to coaching, they ideally be given an explanation to understand fully just why there is a need to continually improve their performance.
That is the challenge.
That there is the need for continuous improvement in all organisations may be self evident to senior staff but requires reiteration at lower levels.

Secondly, the staff member needs to believe, requires reassurances that they are wholly able to cope with continual change and improvement and have the specifics outlined in a non threatening manner.
That is the confidence factor.

Business coaching involves not only the ‘how to do it ‘part of the equation but also involves conveying to their staff that new outlooks are extremely important. Coaching does not always involve adding new skills.
It is often about establishing between high and low priorities and sensibly separating the small causes of underlying problems so that their people’s minds are uncluttered by elements that cause doubts and procrastranation.

This is why the important aspect of business coach training should involve a free flowing feedback process. Before starting this exercise, the manager / coach need to spend time observing the employees current performance with respect to the following.
What is the quality and quantity of the work?
What are his/her top priorities?
What knowledge and skills does the person possess?
What is the current level of motivation?

So the manager should use this opportunity to

  • Describe current performance from the line managers perspective but start by building on strengths already apparent
  • Explain the business consequences of below average performance. Late deliveries, upset customers? Poor quality service? More unhappy people, disgruntled employees? It is very important to understand the full consequences of poor performance.
  • Make good use of feedback sessions — times when their people are most receptive to learning and understanding.
  • Demonstrate to the individual employee what good / very good performance looks like and gain employee commitment to aim for that goal.
  • Make or discuss specific suggestions on how to improve and the timescales involved and concentrate on one or two realisable improvement opportunities.

The best business coach training techniques are effective because they are multi faceted and demonstrate what to do, they provide feedback, and ask pertinent questions.
A good manager should believe in people’s potential to improve and they should help employees concentrate and define what exactly is important, gain new skills, and eliminate the elements that do not have an intrinsic value to the job in hand.

Using the appropriate business coaching styles also assists greatly in assisting employees become more responsible for examining their own performance levels and how they impact on the team effort of the company.
There is plenty of empirical evidence that employing such micro techniques has proved extremely effective for companies in improving their macro performance while simultaneously giving both managers and their staff a much greater level of job satisfaction and fulfilment.
So is Business Coach training right for you?

Filed under: Business Coach Training — Tags: , — Carl Hewitt @ 1:07 pm

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