manager’s job involves getting work done through others, which is why one of a manager’s most important roles is to support employees in their development. Even those who don’t have people management responsibilities are often called on, either by the organization or by an individual, to serve as a mentor to someone who is growing in their role.
Helping people expand and apply their skills, find fit and meaning in the work, and continually develop in their careers is essential if you want to consistently attract, engage and retain the talent that will lead the organization into the future. Particularly in today’s work-more economy, the stakes have never been higher.
Companies are demanding more from employees, and employees are increasingly taking on more, working longer hours and being asked to stretch outside their comfort zones to meet new expectations and requirements. With the pressure heating up, it’s becoming that much more of a struggle to stay focused, productive and positive. Companies are investing heavily in corporate training to help employees meet today’s new demands, but we know that training alone isn’t sufficient.
In fact, the Center for Management and Organizational Effectiveness found that training combined with coaching leads to an 88% increase in productivity versus 23% from training alone. Here, too, managers play a key role in making sure what’s learned in training is actually remembered, reinforced and applied back on the job. But while most managers agree that employee development is integral to their jobs, most employees don’t think they’re doing such a great job at it.
According to CEB research, only 45% of employees feel their managers are effective coaches. As a recent Harvard Business Review article put it, you can’t be a great manager if you’re not a good coach. The question is, what does it take for a manager to be a good coach? And how can we help managers and employees alike quickly connect, create an open line of communication and cut through the noise to turn coaching into an ongoing part of everyday business?
Business coaching is about helping people gain new perspective, see past their blind spots and move forward developmentally. But before they can move forward, the coach has to create the environment for transformation, and the coachee has to understand who they are.
The Whole Brain® Approach to Coaching and Mentoring
Whether you’re coaching or mentoring one-on-one or working with a team, with a Whole Brain® approach you’ll be able to:
- Take a more strategic approach to coaching, based on what we know about thinking and the brain, so everyone is able to spend their time most effectively.
- Structure your approach in a way that best meets the needs of each person.
- Communicate more effectively to build rapport, trust, agreement and commitment.
- Help people find the right fit and set themselves up for success in their careers.
- Be more efficient and effective with those who think the same as you do and those who think differently.
Become a Whole Brain® Manager
See how the Whole Brain® Manager learning program can help you improve coaching within your organization
Solve Your Greatest Business Challenges
Discover how our learning programs can help you adopt Whole Brain® Thinking and outthink the competition