"Why do employees not welcome or resist coaching as part of performance management?" Unfortunately, in many circumstances, the word Coaching does not give good vibes to many. For many staff, Coaching is a tool to receive criticism from their Manager.
In my many years of conducting Executive Coaching and Training Managers in their development process, I have found that many have certain misconceptions about Coaching. One of the key reasons is the current management culture of the top-down instructive nature
Below are three possible reasons that gave coaching its "bad” name.
Mindset 1: Cannot differentiate Attitude with Behaviour.
Most Managers tend to talk attitude- impatient, unfocus, slow, poor work habits etc., instead of Behaviour. Attitude is perceptions one has on the other, whereas behaviours are the actions of the person. It is real, observable and can be changed immediately. Coaching is focused on changing actions first.
Mindset 2: "You're doing it wrong."
Coaching is not about correcting mistakes. Use Coaching to compliment as well. Use it to reinforce positive behaviours. Yes, compliment with Coaching. "I liked your presentation slides yesterday. The fonts complement the images and artistically helped to communicate the brand that we wished to convey. Keep using it whenever something similar comes up. Thanks for the details."
Mindset 3: "Let me show you the right way."
Coaching is focused on enhancing effectiveness. Its objective is to assist employees in doing their actions better. However, many managers seem to assume that their way is better when they have a team in front of them. Why use only one brain when there are many. Learn to ask and explore the options.
Mindset 4: "I am Coaching … '". When they are instructing.
Do not confuse Coaching with instructing. When one is direct and the other a conversation of direction, possibilities, then action. Instructions are transactional when Coaching is transformational. Furthermore, in Coaching, the aim is a partnership, not a dictatorship.
Mindset 5: "I don't have the time to coach. There are more important things at hand."
Many managers argue that they do not have the time to coach. Yes, Coaching can be time time-consuming, but the results are beneficial. Unfortunately, managers fail to realize that they eventually wind up on their personal ' to-do list if they do not continually develop their employees' skills.
To ensure any coaching is successful, remember, the focus is on the staff. We are developing their ability to be more effective and efficient at work.
