It should be every manager’s goal to establish a culture of training/learning within his/her team. The key to achieving this goal is simply to set the proper example of commitment to coaching and training by devoting the appropriate time and attention to the activities summarized as follows:

  1. Identify important gaps in the subordinate’s self-sufficiency – regarding the subordinate’s current duties or for targeted career advancement;
  2. Prioritize and determine the appropriate training program(s) and timing;
  3. Ensure that the subordinate completes the training and test for self-sufficiency;
  4. Monitor performance closely during the initial post-training period until satisfied that the subordinate is truly self-sufficient and coach where necessary;
  5. Treat every interaction with a subordinate as a potential coaching moment both for reinforcing good behaviour and correcting poor behaviour;
  6. Schedule “refresher” training at appropriate time intervals.

This culture will provide an example for all subordinate managers and supervisors. Too often, inexperienced managers do not understand the powerful impact of proper coaching, which aside from facilitating a subordinate’s achievement of self-sufficiency also addresses:

  1. The most important reason that people leave a company – a bad relationship with their boss. Effective coaching will minimize this event from happening;
  2. The most important reasons that people enjoy their job – they are empowered to do their job and the job is enriched as they become more self-sufficient.

These two benefits are critical to a manager achieving his/her goal of developing and maintaining a high performing team – the number one responsibility of a great manager.

Should you have any questions or feedback regarding the content of this article please email me.

By Terry Thompson, Surrey, BC, CYBF mentor, tthompson112@roadrunner.com

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