Helping Leaders Interact with the Followers

Leadership Tip # 1 – Coach Privately

Nothing demoralizes a team faster than a leader getting up on a soapbox and expressing frustration with something not being done by only part of the team.      When you do this, you waste your top performers time and dilute the coaching moment to the people who really need it.   Coaching performance is not a group effort, it’s a personal interaction between the Leader and employee.   When you Group Coach you damage your role and authority as leader of the team.    Don’t do it.

Here is the foundation of good performance coaching:

• Coach Privately – The moment should be between you and the individual, nobody else.   Face to face is best but a pre-arranged phone call works in a pinch.   DO NOT COACH VIA EMAIL!
  • Even when you are dealing with an group issue, like two employees doing something wrong together, you should separate the coaching

• Coach the Behavior not the person.    It’s what they did that was wrong, not who they are that is wrong.    Separate their actions from who they are, so you can reduce their defensiveness and resistance to change.

• Act immediately.   Discuss the behavior that needs to be changed now, not when you get around to it.   Waiting only makes the problem less important to the person who needs to change and allows them to reinforce the bad behavior.   The longer you wait, the more you are saying “What you are doing is ok with me”

• Don’t dilute the Coaching with other information.    Don’t dilute the message by making it an “…oh and another thing” or trying to sandwich it between two “atta boy/girls”.    Focus on the coaching and nothing else.
  • Most of the time you are just trying to make yourself feel better when you do this anyway.   Stop it.
  • Enhance their self-esteem while delivering the message, but don’t go overboard.

• Identify whether it is a Skill or Will issue?

• Skill – if the employee didn’t realize they needed to do something or doesn’t know how to do the task, then Train.   Teach them what they need to know and provide them direction on how to lea
  • Things to keep in mind with Skill Issues
    • If you are training and coaching more than once on the same thing, then it is not a skill problem.   It is either ability/capability to do the job or it’s a Will issue
    • Is it Ability to do the Job?   If no matter how hard they work at it, they just can’t get it, the its time to move on with a new person.    This was a bad hire on your part.
    • Is it the Capability?   They can do some but not at the level you need?     Time to change the person’s role and responsibilities.

• Will – if the employee doesn’t “want” to do it, then Command.     Be direct, gain their understanding of the issue and set a goal for immediate change.   No negotiating.  No sugar coating.   Clear, concise and with a deadline for immediate change.
  • Not willing to change the behavior?   Then change the employee immediately.  Resolve this issue on the same call.    Don’t wait.
    • It’s amazing how quickly their Will changes, when you immediately move to “Well since this job isn’t working for you, I guess I will have to find a new person.  Thank you for your hard work and I will start processing your final check”

• Be Direct and Clear. Don’t try to sugar coat the issue to make your employee understand it better.    Your employee did something wrong, they need to change and that change needs to happen now.   Be concise, check for understanding then get agreement on consequence and timeline for change.    Be firm, not wishy washy.    Every moment of “wimpiness” provides your employee with a reason to not take it seriously.

• Agree to Consequences and timeline for change. 
  • Ask your employee this “If you don’t change, what should be the consequences to you?” The stronger the consequences they state, the better they understand that they need to change.   Weak response?  You were not strong enough on your message or there is a Will problem.
  • Set a deadline for change.   Follow up on the deadline to reinforce the important in change and to check for completion.

• Don’t forget to recognize their improvement!   Reinforce their hard work on changing a behavior.    Changing behavior or learning a new process isn’t easy.   Reward their efforts by recognizing their results.   Publically, if it something that can be shared with the group without embarrassing the employee, but most often privately.

• Remember that You are Part of the Coaching Process and not just in the deliverer of the message.
  • You need to follow up with them on their progress.   Frequently and consistently
  • You need to recognize improvement.    The moment you see it.
  • Failure to participate in the process with your employee, makes you a manager, not a leader.

Coaching performance is hard work but following the above steps will make it easier to do.     The above steps will also help your team understand your commitment to helping them improve, grow and develop into better employees.

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