Three Ways to Better Coach Your Staff

When you think of the people who have been instrumental in your life in positive ways, you may recall a favorite athletic coach, teacher or mentor.   Some challenged you.  Some encouraged you.  Some guided you toward goals you felt were beyond your reach.   Thus, it is not surprising that if you could be described as being someone who could reach people in such meaningful ways, your staff would feel empowered to grow professionally and surpass even their own personal goals.  But can you do that?  You can, if you keep these three thoughts in mind.

  1. Know The Traits of Successful Coaches 

Well known football coach, Don Shula once said:  “My responsibility is leadership, and the minute I get negative, that is going to have an influence on my team.”  He followed that up by saying, “There’s nothing wrong with setting goals, but it doesn’t mean a thing if you don’t pay attention to the day-to-day details.

  1. Remember That Good Coaches and Good Managers Build Two-Way Relationships 

As a manager, each of the people on your team has different goals, interests, and skills.  But even with all those differences, each of them will study your behavior as the designated leader of the team.  Are you fair?  Decisive?  Do you speak “with” those you manage or push ahead without allowing meaningful, two-way communication?  Repeated studies have found that good managers spend more time listening than speaking. Remember, also, that a good coach is a mentor, and mentors need patience.  Words that are spoken too quickly or in anger can quickly translate into lost trust.

  1. Make Active Plans to Achieve Success 

In addition to considering the positives of building good interpersonal relationships between you and your team members, set a practical plan that will build the team.  After you have communicated the goals of the team, be sure that you . . .

  • Define responsibilities and deadlines; provide training opportunities to help assure that each team member has the tools to be effective within the team.
  • Leave time for the team to get together to discuss successes and challenges in person. Employees today value flextime, but such schedules often greatly reduce personal interactions and communication that are important to team building.
  • Communicate your trust with your employees. Meet regularly with them and praise them as goals are met. Host “lunch is on us” meetings at the company’s expense or consider other options to build team spirit.
  • Set reasonable deadlines and regular meeting times to get the feedback you need.

When Staff is Needed, Let Us Help 

At Salem Solutions, our goal is to provide the staff that makes your best teamwork possible.  Contact us today.  You can also reach us by calling (866) 80-SALEM.

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