What happens when you have to coach managers? We forget that there are some guys and gals who manage 5 or 8 or 20 managers. What happens when we have to give them some instruction? Up till now, the focus has been on the individual manager and now the direction is about a regional or district or general sales manager type of situation.
Supervisors need coaching too, right? They need a ‘punch in the arm’. Especially since they have a bunch of managers to look after.
Part eight is about managing managers…Chris and Deb.
Headline: How does coaching change the higher we go up or is it about subtlety?
Chris has been at it for a while. He is confident and been through all the stuff…you know, training stuff. He has a way about dealing with others and he gets it. This is not his first supervisory position and people like his approach. His style is being upbeat and low key. But you may not know you are fault until the very, very last minute. You see he has his interest to protect. You love his smile and the involvement when things are good, but things get different when it gets…well, challenging.
Deb is also a veteran. She has been in the trenches and knows what it is like to be a manager. She has an opinion about all things. That is not to say she is a braggart. She knows her stuff. Her approach is very similar. Very hands on and low key. She has a tendency to be, in some ways, way too involved. She cares that much.
Step back and consider this, what if the two people you have to coach are both very experienced and the difference between the two is incredibly subtle? Both tenured. Both engaged. Both with something valuable to offer. Don’t we want to coach completely different people and with different approaches and different coaching plans? But what if they are so similar, the coaching plan is repetitive?
That is the important question. We have two important players on our team. Each very similar. And each still needs a vision and plan from you that is just right for them. I believe that to be one of the biggest challenges for a manager…and in two questions. One, how do I make a similar message different (relevant) and two, how do I create an action plan that will impact their team (ultimate goal)?
OK, Chris likes to shine. So we have to approach the WIIFM (what’s in it for me). Spell out the elements that will help him do his job better, especially through his efforts to get the most out of his team. In other words, show how his ability to drive his team will enhance his position. Does that sound cheesy? Maybe, but let’s be real. He wants to shine, so our coaching has got to show him how the effort he puts into the team will elevate his status. We have managers like this. You have to bridge the importance of driving a team with the accentuation of how that gratifies the leader. I get it.
Deb is s freedom fighter. That’s what I call a leader who will do whatever for the sake of their team. Not to a fault, because Deb knows the boundary. She is very, very savvy. She gets it. Yes, she gets too involved and has an opinion about …well, everything. But wait for it, she is engaged. Don’t lose sight of that. I would focus on that aspect of the coaching. Utilize and leverage her constant involvement. Direct it towards the goal and objectives of the organization and let her run with it. Same as Chris. The only difference is you have to make sure Chris does not get too head strong and Deb does not get too involved.
Again, I know it is subtle. Coaching has those moments. Both managers want to perform well. What is that little thing they need to push them in the right direction? Does that sound harsh…push? Yes. I believe we all need a little push, a nudge, a punch in the arm. Coaching is not necessarily supposed to be this big angelic moment where the clouds part and the answer is laced with golden ribbon. It is sometimes just a 30-second “aha”.
When you manage people who have their “stuff” squared away, it makes coaching a little bit harder. I think it is because we think coaching must be this amazing moment when everyone needs to hug and sing kumbaya. Sometimes we manage good people who just need a push. Just a little nudge.
Cheers