Action: Managers need to remember that their main role is to oversee the smooth running of a department that achieves its goals, and that the main difference between themselves and their staff is their level of responsibility, accountability, and one hopes, their level of experience and expertise.
In a nutshell, the most successful companies are those who train their managers to become leaders who don't 'manage' their staff, but coach and mentor them to success.
As "leader coaches", the new style "Manager" has a deep understanding of the following principles and these replace the old style methods of management:
* Connecting - developing a rapport with and compassion for employees, allowing them to feel safe. It promotes trust and respect.
* Hearing without Reacting - listening to employees without responding judgmentally - there is no right or wrong, good or bad. The employee simply "is" and their actions simply "are". It is neutral listening.
* Reflecting Back - an old and time-honored communication skill that allows a listener to tell the speaker what they heard the speaker say. This gives the speaker the opportunity to confirm that is what they meant, or correct any misunderstanding.
* Responding - this involves understanding what an employee has said and meant, and replying in a way that relates to the employee so they are reassured they have been heard and correctly understood.
* Powerful Questions, Observations and Requests - This technique aims at helping the employee to find their truth, and assists them to step out of the reaction syndrome and look at their work from an outside perspective.
* Building the Employee - This assists employees to discover and 'grow' the very best of themselves. Many employees engage in defeating self-talk, suffer self doubts and have a small view of themselves. The Leader-Coach (Manager) helps each employee recognize the greatness in themselves. (Note: this is not using false flattery.)
* Growing the Employee - The Leader-Coach helps employees to create the structure wherein they have healthy self-confidence and can do more or contest their own beliefs and assumptions. It is the coaching skill of sensing what the employee is capable of doing or thinking and asking for it.
* Achieving Employee goals - the practical steps employees need to take to go from where they are to where they want to be - it is about helping employees plan and do.
How to handle the transfer of responsibility
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