Why should every manager have a deep understanding of coaching skills?

Coaching technology is rapidly becoming a strategy for training employees, which is widely accepted by many organizations. These organizations use coaching technology as a platform for talent development and have achieved great success in talent training and retention. But why don't more managers use coaching techniques to guide their employees? There may be the following reasons:

? I don't know how to guide my subordinates.

? Performance first, too busy to care about others? Miscellaneous things?

? The manager thinks this is not his/her job responsibility.

? The organization has a special training department, and coaching employees is the business of the training department.

? The employees recruited are excellent and do not need to be coached.

? Sometimes, asking questions may expose the manager's own problems.

In fact, managers need to evaluate employees in their departments, but if they are not really involved in coaching/training employees, how can they accurately evaluate employees or discover their potential? Where did the evaluation result come from? If managers are not trained and skillfully used by coaches, the organization is likely to lose valuable employees. Coaching technology will have a positive impact on employee development, team building and the future of the organization in the following five aspects.

Keep it? Engaged?

According to Gallup survey data, about 6,543.8 billion people in the United States are engaged in full-time jobs, of which 29% are dedicated, 2 1% are not dedicated enough, and 50% are not dedicated at all.

What is the reason for such low participation? Managers need to reflect.

This is a typical scene that happens almost every day: employees walk into the boss's office, ask their own questions and seek answers. In the process of communication, the boss checks the emails received on his mobile phone or computer from time to time. Few managers have considered the feelings of employees at that time. In fact, this kind of behavior will hurt employees' subjective feelings, and employees will think that the boss doesn't care about their communication or their own problems. This will greatly affect the employee's professionalism, and even cause more serious consequences than managers can think of.

Reject performance? Surface management?

Some managers often say to their employees:

? We should work together. ?

? We want to improve sales performance. ?

? We must have a positive attitude. ?

? We can't let angry customers bother us. ?

In fact, these familiar words don't need to be emphasized often. But some companies still often appear similar? Surface management? It is even expected that such management methods can effectively promote performance improvement. I'd like to ask, what if the team's performance is not satisfactory because the sales staff can't cooperate or handle the price objection? Surface management? Really effective, can it solve the problem? What should managers do to improve team performance? These are typical challenges that require unified training and guidance.

Lower? Recruitment fee?

Recruiting employees is very expensive, and there are many direct or indirect costs. According to a survey conducted by the Wall Street Journal, the per capita cost of recruiting and retaining employees is 2,000 yuan per year. As high as $3,700, according to some assessments, this is almost 15% of the annual salary of some employees? 25%。 This discovery also inspired the leaders of the organization's training department and their employees to develop? Training satisfaction? Some external tables or indicators to evaluate the organization's talent development costs.

Employees who have participated in coaching technical training or received coaching guidance are more likely to help leaders recruit new employees as soon as possible, so organizations can reduce some typical recruitment costs. In addition, compared with the past, today's candidates will have a comprehensive understanding through social networks and know in advance what kind of boss they want to work for. This will not only attract talents, but also make them retreat.

Promotion? Employee retention?

According to the latest Gaplo poll, the most direct reason for employee's resignation is that he has a terrible boss or direct supervisor. ? Employees choose to leave because of their manager, not because of the company. The root cause of employee turnover comes from managers themselves. ? The influence of poor management is universal. The data shows that the productivity of poorly managed organizations is 50% lower than that of effectively managed organizations, and the profit is 44% lower than that of effectively managed organizations.

We always talk about trust? Managers have many ways to build or break trust. For example, managers who have been trained by coaches can casually arrange weekly meetings and have a positive attitude, which can make employees trust managers or organizations more and be more loyal. On the other hand, if the manager only talks to employees at the weekly meeting, talks to himself and doesn't know how to listen to employees' voices, it will be difficult for him/her to retain employees.

Encourage? Participate in culture?

In organizations that encourage participation, employees often not only care about personal success, but also sincerely hope that others can succeed. Coaching culture allows employees to enjoy playing different roles and cooperate with others as much as possible, although sometimes they can't benefit from it. Coach culture enables employees to stay late in the company, voluntarily work with others, and participate in learning activities to achieve better performance. They are never satisfied with the honors they have won in the past.

Some people question whether coaching skills are really effective. Of course it works. For managers who are ready to transform into coaches, the implementation of high-quality coaching technical training can build a bottom-level team and promote employee retention. Dave, the head coach of Inpro? DaveStevens said:? Coaching skills enable us to create a road to success for our employees. Through coaching skills, we can see the rapid growth of performance, the high retention rate of employees, and the culture that allows employees to do their best. In addition, we use coaching technology as the main tool to implement succession planning to achieve internal promotion or recruitment of future leadership positions. ?

Tips: How should the training department promote coaching skills within the organization?

First of all, implement the coach technical training plan, which should teach managers all kinds of coach techniques and skills.

Secondly, the employees of the training department should take the lead in receiving coach training and eventually become well-trained coaches. This will enable them to provide technical training for managers and guide employees at the same time.

Third, establish? Best practice? Support the system or platform, arrange talks or seminars on the system or platform to help managers explore practical difficulties.

Fourth, group meetings are often held to let managers share their successful experiences in using coaching techniques.

Finally, formulate communication strategies to ensure that all managers can enjoy successful coaching skills and practical experience. Just as a small difficulty can get an organization into trouble, even a small success is crucial to the development of the organization.