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In today’s chaotic business world, individuals in management positions take on more responsibility than ever before. With this responsibility comes a great deal of stress. And with this stress, poor management practices can sometimes arise. Many times these practices stem from inconsistencies in management styles or a flawed perception of how to most effectively lead employees.

Managers who have the best interaction with their employees are those who consider themselves less of a “boss” and more of a coach. They lead using an approach that makes their employees feel like a valued team member, thereby empowering them to perform to their highest potential. Here are six ways that managers, executives and leaders can use their position to coach employees and empower them to embrace and attitude of success.

Encourage two-way communication – In order to make employees feel like a valued member of the team, it is crucial to let them know that their voice is important and that what they think matters. Successful leaders with good coaching skills encourage open dialogue with team members and take concerns into consideration when implementing changes or adjusting working procedures. When employees know that what they think matters, they will take greater ownership of their place within the organization.

Listen deeply – In addition to practicing effective two-way communication, effective team leaders take the time to really listen to their employees. One of the principles of a highly effective leadership coaching modality, is to help the coachee discover the right outcome for themselves. Sometimes this simply means letting them talk about the issue and asking questions that help so the coachee can discover the solution on their own. Neuro-Linguistic Programming (NLP) coaching helps with supporting the coachee to clarify the specific outcome they want, allowing them to fully engage in their role within the coaching partnership.

Build a foundation of trust – The basis of any healthy relationship is trust. Effective managers keep employee concerns in confidence. Employees know their manager is in full support of them, issues are addressed in a respectful and appropriate manner. When team members feel allegiance to a leader, they are more likely to perform at a higher level.

Help team members understand their role in success – Team members must understand that they are an important part of the overall accomplishments of the organization. They need to feel they are playing an important role in a winning team. Consider how well the human body works when something is not operating at peak performance. While the job may still get done, productivity and effectiveness is lacking. In the end, every part must do their job in order to run smoothly.

Ask, don’t tell – As noted above, the coachee is responsible for defining the appropriate outcome that will lead to their success. This means that an effective manager will ask questions that will help guide the employee to the most effective resolution. Employees will be more likely to adopt these ideas if they had a part in developing them.

Focus on moving forward positively – No matter the outcome of a team decision, working from the mindset of positivity will be far more effective than beating team members down because of a shortcoming. The most effective leaders guide their organization in a positive and affirming manner, building strong belief in the future successes and celebrating wins along the way.

At the Academy of Leadership Coaching & NLP, we are privileged to regularly work with C-level executives and senior level managers, both coaching and teaching them how to incorporate coaching and NLP techniques into their organizations. If you would like more information on how to do the same for your team, please feel free to contact us.

 

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