coaching not controlling

 

A coach isn't there just to correct mistakes, find fault, or assess blame. His job is to achieve productivity

goals by coaching the staff to peak performance. A manager does that by being more of a coach and less of

a boss.

 

A boss talks; a coach listens. A boss gives orders; a coach issues challenges. A boss works on his employees;

a coach works with them.

 

A good coach is positive, enthusiastic, supportive of his team, trusting, respectful, and patient.

 

That's not to suggest that he's supposed to be a buddy and a pal. He's still in charge, but in a new way.

 

Too many managers or supervisors manage by the 'my way or the highway' standard. They view a different

approach by an employee as a threat to their authority. They should ask, 'Is what they are doing wrong, or

is it just different to the way I would do it?'

 

A coach can motivate the team, direct their energies, teach them and guide them. But he shouldn't micro-

control them. He shouldn't even try. 'Controlling' team members or employees would mean having to watch

them all the time.

 

Three slogans should be a guide:

 

If it ain't broke, don't fix it.

 

If it is broke, let them fix it.

 

If they can't fix it, fix it with them.

 

That's an essential part of leadership, coaching and teamwork. Coach them, don't control them!

 

Source: How to be a great coach, Marshall J. Cook.