Developing Your Managers

Instinctively most of us know the difference between an effective manager and someone who is not. By providing training to nurture the essential skills needed to achieve their potential you are ensuring they have the skills to manage people as well as processes, procedures and production.  Managers form the cornerstone of any company or organisation. They implement change, manage resources, deliver performance and, crucially, are the deliverers for effective communication of the company vision.

A good manager can motivate their team to efficiency. A great one can inspire them to excellence. Managers need to be innovative, dynamic, motivational and inspiring. They need to recognise what it takes to get a team and company to the top of its league, and have the courage, commitment and vision to take it there.

Areas of concentration for developing as a manager are:

LEADING
PLANNING
MONITORING
SUPPORTING
INFORMING
EVALUATING

A good approach available and growing and that is management coaching, which helps to fast track essential management skills throughout the company.

From CEOs to managers and team leaders, in fact anyone in the company who has a leading role to play in driving the business success, can benefit from a one-to-one coaching programme.

Coaching is not psychotherapy. People who embark on coaching programmes do often report that they feel better about themselves as well as their work, but that is more to do with a natural desire to do a good job, and enjoying the ‘feel-good’ factor that inevitably comes with seeing improvement in your skills and confidence. Focus is always on improving results in the workplace, but work is, after all, a significant part of daily life and it is not surprising, therefore, that many people see the benefits of coaching impacting on the quality of their lives outside of the workplace too.

Engaging a Management Coach

Type in ‘Management Coaching’ on Google UK and you’ll get thousands of hits. So how do you choose? Here are some key things you can do to narrow the field.

Recommendation is the best option. Who do you know that’s used one and what did they think? Did the coach deliver the results desired?
Check out their coaching credentials? There are many in the market place purporting to have coaching skills. Coaches should be able to demonstrate that they are competent to deliver coaching services. Track record can count for a lot. Good coaches will have references. Check them out.</li>
It is not necessary for a coach to have detailed knowledge of your industry or specialist products/services, but he or she should have experience and understanding of the business world, and be able to demonstrate the skills to communicate effectively and work with people at different levels of an organisation.</li>
The real benefit of an external coach is the ability to remain objective, enabling the individual to identify and work towards resolving those things that are blocking the achievement of their true potential.
You may be considering coaching for one of your managers or other team members rather than yourself, but could you work with this coach on a personal level? If you could it’s probably a good sign. A professional coach will insist on meeting with the individual before embarking on a programme to ensure that they both feel they can work together and achieve results.
Finally, put a value on achieving the results you are looking for from developing the manager. This way you can judge if the fees being asked represent value for money!

Your people are your most important asset – value and inspire them by developing their full potential, and the quality of service you aspire to provide to your customers all day, every day will readily follow. They are the building blocks to business success.

For more information please call Linda at Cherryblue on 01656 649227.