Clomedia.com has highlighted the following four types of behaviour which indicate a manager would need his own coach to help him discover and overcome his managerial shortcomings. Such managers should not coach their subordinates.
1. Managers who just give orders
If you are the kind of manager who prefers doing everything himself and wants to have full control over the course of work and decisions of subordinates, then you are not a suitable coach. On the contrary, you would need a coach yourself.
2. Managers who reject new things
A manager who does not support creativity slows the pace of change and soon loses his best employees. If your staff feel their ideas are useless because you are not listening to them, coaching will do nothing to help. In this case too, you are the one who needs a coach.
3. Managers who do not like people
Do you think your people are lazy without trying to figure out what really causes their job performance problems? They are probably afraid of telling you anything. Trying to coach them would be useless. Try to find yourself a coach with whom you can work on your management style.
4. Managers who know everything
A typical example of this type of manager is a newly promoted specialist who has gained a higher position thanks to his expertise and skills. In the managerial role, however, he behaves just like before, which does not lead to successful results. A coach could help even this manager, who himself is not able to coach his new subordinates.
Clomedia.com also drew attention to the following situations when coaching is not the right solution, even if a manager can apply coaching very well and has the best will to help his staff.
1. A worker does not know what to do
If someone does not know how to start and successfully complete a task, then training or a practical demonstration by the manager will help more than coaching. The manager should explain clearly what he wants from the worker and possibly describe the first recommended steps. The employee should then repeat the steps just agreed upon.
2. A manager behaves differently without explanation
When a manager decides to apply a coaching approach to managing his team, he should inform his employees. No change should be a surprise without explanation.
In order for coaching to be successful, a manager needs to gain the trust of his subordinates regarding this style of management. He must be really interested in developing his staff, leading them to change their thinking and support them in the practical realisation of this change.
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