Be a Coach Who Inspires
When you coach your staff about behavior or management style, be sure to keep compensation out of it. You are trying to help them be better at their job while letting them know you appreciate their hard work. Compensation will only throw fear into the works and have your employee approaching situations with the wrong motivation of, “If I don’t do it right I’ll be fired.” People don’t tend to work well that way.
Another thing to remember is that people like solutions along with constructive criticism. Be prepared to provide resources for them to check for learning how to handle situations as well as recount examples of where you’ve handled a similar situation. Better yet, be on the lookout for management training seminars or hire someone to come in-house to work with your management staff.
If your CEO is the individual needing coaching, it’s important to bring an outside person in to provide input. If you’ve got a solution to the way a business problem can be handled, you may feel comfortable taking it to your CEO’s attention. Otherwise, if the situation is something dealing with personal issues, such as appearance, an outside individual may work best.
The strongest asset you can have when it comes to coaching staff is the relationship you’ve currently developed. If your relationship has been positive all along, you and the staff will feel more comfortable with the idea of being coached. It’s also not a bad idea to work with your Human Resources Director to implement management training for staff as they move up through the ranks.