• The reality about Managing and Training

    The reality about Coaching and Managing

    Allow me to ask you a simple question – What’s the difference between a manager and a coach?

    I love to Internal Communications Strategy see football on TV (or soccer, as my American friends call it) and for in the UK; we’ve consistently described the person responsible for the group as the ‘Manager.’

    In the US as well as different parts of the whole world, the individual running the team, be it soccer, baseball or basketball, is generally known as the ‘Trainer’ Yet, I’ve noticed now, in the UK, the football Manager is more likely to be called – The Coach.

    So, what is the difference? And how can it connect to your own occupation as a manager?

    After I ask participants on a seminar –

    When I then ask – “What will be the obligations of a trainer?” I hear answers such as – leading -motivating – listening – encouraging – identifying training needs – communicating expectations – believing in their own people – inspiring – winning and getting results.

    There are crossover duties between a manager and also a trainer; but I’d like to ask you a question – which function is going to be the most critical in reaching your aims, outcomes and goals, can it be a manager or a trainer?

    “My organisation and my boss want me to do all the ‘direction’ things and that’s how I spend most of my day.” But always remember, at the end of the day, you are going to finally be judged on the success of your staff, rather than your ability to complete a report promptly.

    If you need a a motivated and happy team who – do not take time – do not keep looking for other jobs – do not give you too many problems and who create results for your business. You should spend more time ‘Training’ and less time ‘Managing’

    Here are 3 steps to becoming an effective trainer

    1. Spend quality time with each team member – You need to get to understand each member of your team better and they must really get to learn you. Should you listen and reveal that you’re listening, you’ll acquire a better comprehension of each person and the way they’re handling the job. It reveal that you are there to help with problems, both business and personal and will also send the message that you just care about them. You’ll be able to communicate expectations, motivate and inspire them to do even better.

    2. Give the team member to feedback and coach – You should consistently tell your team members each when they’re doing nicely and when not so well. When you see or hear one of your staff doing something you DO enjoy – tell your team members about it! When you see or hear them doing something you DON’T like – tell the team member about it. Most workers would like to know how they’re performing within their occupation; they want to know they could do it better or when they’re carrying it out right.

    3. Believe in each person – You must constantly demonstrate to each team member that you trust and believe in them, by everything you say, your body language as well as your tone of voice.

    They’ll really fast sense if you don’t trust them to perform their job and they will act accordingly.

    Then that’s precisely what your people do if you think that they should not be trusted to do their occupation; that they’ll turn up late and go home early.

    So there you have it; successful managers understand that to get the best out of their individuals they want to spend less tine ‘Handling ‘ and more time ‘Coaching’.

    Categories: business

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