Leaders and managers ask me all the time how they can help their people become self leaders. It’s no secret that employees who are proactive self starters are huge contributors to organizational success. But sometimes people just don’t have the skills or confidence to get what they need to become high achievers.
That’s why I’m proud to announce the release of our newly revised Self Leadership program that I co-developed with motivation and engagement experts Susan Fowler and Laurence Hawkins. The success of your company depends on every person being empowered and committed to achieving results. Yet sometimes when it comes to training, individual contributors are overlooked. But if you don’t help them reach their full potential, your company won’t reach its potential, either.
This engaging new program is based on years of research. It teaches individuals the mindset and the skills they need to proactively take the reins, achieve their goals, accelerate their own development, and ultimately help the organization flourish. The truth is that people want to be engaged, to make meaningful contributions, and to be appreciated. And it is your job as a leader to help them be the best performers they can be.
I encourage you to take a look at the Self Leadership program and invest in the talent you already have in your company. I guarantee you’ll build an empowered workforce of people who are productive, innovative, and passionate about their work—and that passion will grow into individual, team, and organizational success.
Performance management has three elements—planning, day-to-day coaching, and evaluation. When I ask managers which of these elements takes the most time, they almost always say evaluation. Sometimes I hear long statements full of frustration about the forms, activities, and deadlines involved in the evaluation process. It makes me realize that people are putting the emphasis on the process—not the performance. And that is where many managers make the wrong choice.
Effective managers should spend most of their time on day-to-day coaching. Let’s take a closer look.
As a leader, it’s true that you have to spend time up front to set clear goals. Once you’ve completed that part, however, your job is to be there to coach your employees and help them accomplish those goals. I think of it as turning the traditional hierarchical pyramid upside down so that you work for your people. You are there to help them.
If you spend most of your time coaching your people and helping them succeed, what do you think happens when it is time for the evaluation? You get to celebrate accomplishments! When you help your people win, you win, your department wins, and ultimately your organization wins. That’s why I say coaching is the most essential part of performance management.
Why is it important to use coaching skills if you want to be an effective manager? Because when people get the coaching they need, they perform better. Managers who provide day-to-day coaching have more effective teams, grow and retain their key people, and experience higher productivity overall. Makes sense, doesn’t it?
Over the years when I’ve asked people to describe their best boss ever, they often say it was a manager who helped them be successful in their role through coaching. It is important to set clear goals with your people, but it is critical to then use coaching skills such as
- asking what they need from you to reach their goals,
- listening with the intent to learn, and
- working closely together to solve problems.
Coaching is the key to building a trusting work environment and improving the competency of your staff. Remember, your most important job as a manager is to help your people succeed.
In the short video below I share a story of how, as a college professor, I used coaching skills to help students get an A in my course.
Please give coaching a try. I know when you make coaching a priority, you’ll help your staff improve performance levels.
Building trusting relationships is one of the most important elements of being an effective leader. The good news is that turning around a low-trust environment isn’t rocket science. It starts with performance evaluation. If you are evaluating your people’s performance with a judgmental mindset, I guarantee you are eroding trust.
But if you partner with your people to set clear goals, and then provide day-to-day coaching to help them reach those goals, you’ll build high levels of trust—and that leads to higher morale, increased productivity, and improved engagement. And, as a leader, the constant communication you have with team members makes the performance evaluation part of your role much easier.
Remember, placing an emphasis on judging performance instead of coaching performance will create a low-trust environment. Setting clear goals and working side by side with your people to help them do their best will not only build trust and create effective teams, but also form the kind of working environment where people flourish.
A critical skill for any leader is managing the performance of others. In our book Putting the One Minute Manager to Work, Bob Lorber and I introduce the ABCs of management as a framework to help leaders and their people succeed. It is a simple way to get back to the basics of influencing performance.
A stands for Activators—this refers to things a leader does before performance. All good performance starts with clear goals, so in this phase of the framework leaders must make sure employees understand (1) their areas of responsibility and (2) what good performance looks like in each of those areas. Goal setting is critical because it activates the management process. Once goals are clear, the leader provides the appropriate leadership style—directing, supporting, coaching, or delegating—to help the employee achieve the goals.
B is for Behavior. Here is where the leader observes what employees say and do while working on their goals. Leaders take note of tasks being completed (or not), deadlines being met (or not), and progress being made (or not). Since goals are clearly developed and agreed to in the first step, it is easy to determine whether people’s behaviors are contributing to the accomplishment of the goal or taking away from goal achievement.
What leaders observe in the Behavior stage determines the basis of a response. This leads to the C element in the framework—Consequences. In this phase, leaders manage the behaviors they have observed. If an employee is making progress, the leader praises that progress; if not, they redirect the employee to help them get back on track.
The ABC framework makes managing performance easier for leaders as well as their people. Employees have clear goals and an understanding of performance expectations—and leaders manage consequences in a helpful, respectful way. Give it a try!