The Truth about Training and Managing
I’d like to ask you a simple question – What is the difference between a coach and also a manager?
I want to see football (or soccer, as my American friends call it) and for in charge of the group as the ‘Manager; we have consistently described the individual in the UK.’
In the US along with other areas of earth, the man running the team, be it football, baseball or basketball, is generally known as the ‘Coach’ Yet, I’ve found now, in the UK, that the football Manager is more prone to be called – The Coach.
So, what is the difference? And how does it connect to your own job as a manager?
Once I ask participants on a seminar – The manager often come up with responses like – planning – cost control – resource allocation – analysing data – interviewing – solving problems – dealing with other and customers ‘technical’ duties.
After I then inquire – “What would be the duties of a trainer?” I hear replies like – leading -motivating – listening – encouraging – identifying training needs – conveying expectations – believing in their people – inspiring – getting and winning results.
There are crossover duties between a coach and a manager; but I’d like to ask you a question – which part is going to function as the most critical in achieving your aims, outcomes and aims, can it be a manager or a trainer?
Now I understand what you’re going to say – “My organisation and my boss want me to do all the ‘direction’ things and that is how I spend the majority of my day.” But always remember, at the end of the day, you’ll ultimately be judged on the success of your staff, rather than your ability to complete a report by the due date.
If you need a happy and motivated team who – do not take time off work – do not keep looking for occupations that are other – do not give you too many difficulties and who create results for your company. You should spend more time ‘Coaching’ and less time ‘Handling’
Here are 3 steps to becoming an effective coach
1. Spend quality time – they must really get to understand you and You have to really get to understand each member of your team. If you listen and reveal that you are listening, you will develop a better understanding of each individual and how they’re managing the work. It will also send the message that you simply care about them and reveal that you’re there to help with difficulties, both business and private. It’s possible for you to communicate expectations, encourage and inspire them to do even better.
2. Give feedback and coach the team member – You should often tell your team members each when they are doing well and when not so well. When you hear or see one of your staff doing something you DO like – tell them about it! When you see or hear them you do not enjoy – tell them about it. You can then train them on the job or identify training needs and agree a way forward. Most employees would like to know how they’re performing in their job; they wish to be aware of when they’re carrying it out right or how they could do it better.
3. Believe in each individual person – You must continuously exhibit to every team member that you trust Team Cohesion and believe in them, by your statement, your body language as well as your tone of voice.
They are going to quite quickly sense if you don’t trust them to handle their occupation and they’ll act accordingly.
In case you think that the people are not to be trusted to do their occupation; that they’ll turn up and go home then that is precisely what they’ll do.
So there you have it; successful managers know that to receive the best out of their folks they need to spend less tine ‘Handling ‘ and more time ‘Training’.