Explore the role of ongoing learning and education resources that increase you and your team’s influence, growth, and reputation.
- In Daniel Pink's book Drive he talks about how people are more motivated by their ability to direct their lives than they are by money. What that research means to me is that people want to know that they have value and that they matter. These are people who want to learn and put that learning to the test and stretch. So, let's talk about what stretch opportunities might look like in your organization. The first kind of stretch opportunity is learning and education. When you first start coaching your employees, be sure to ask what their educational goals are and see if you can find ways to meet them. Informal opportunities include workshops, conferences, certification courses, and online resources like webinars and e-learning. And then there's formal education. In some companies, getting an undergrad or even advanced degree like an MBA might be an employee benefit. With any of the learning choices your employees want to tackle, here are some power tips to remember. Identify early what your people want to learn and ask them to investigate what internal and external resources are available. Make sure your employees create a timeline for accomplishing their learning goals and do everything you can to protect that timeline from getting swallowed up by emergencies. The second stretch opportunity is mentoring. Now, mentoring is about providing guidance and direction to a mentee, usually a junior level employee with similar interests. They may even aspire to the position of the mentor. The mentor typically has achieved a level of success and voluntarily shares his or her expertise. So, think about your coachee, her goals and aspirations, where she wants to learn and grow. As a manager coach, your role would be to facilitate connections between your coachee and leaders inside and outside your organization. And the third stretch opportunity I want to talk about is sponsorship. Now let's say you have a high performer who's craving new opportunities and wanting to be more visible and useful. This is someone you'd like to put a little skin in the game for. So sponsorship is about actively advocating for your people and putting your reputation behind them, making introductions, and opening doors to help them advance in their careers. And finally, here's a stretch opportunity for you. A great way to lock in what you've learned is to teach others. So why not share the coaching practices you're learning with the people you intend to coach? Over time, coaching will percolate throughout your team and increase your results and grow your own visibility and leadership potential.
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.