Every year, I like to pause and reflect about the conditions to my personal success. And the response is often the same: "the team". Having the right team members that I trust and can delegate to makes the difference between a great and difficult year. A large literature has been developed on some key HR drivers that can help teams stay motivated. Sense of purpose, life work balance, flexible working…we all heard about those and they indeed needs to be seriously considered.
But before that, there are some basic that should structure the relation between a manager and his teams. Here is a list of what are widely agreed to be the “must do”.
1. Goal-setting: Setting clear, specific goals is a fundamental strategy in coaching. Coaches can help individuals identify their goals, establish action plans, and track progress towards achieving those goals. 2. Active listening: Coaches need to be skilled in active listening, which involves fully focusing on and understanding the individual being coached, and demonstrating empathy and understanding. 3. Questioning: Asking open-ended and thought-provoking questions is a strategy that can help individuals explore their thoughts and feelings, identify their strengths and challenges, and develop new perspectives. 4. Feedback: Providing constructive feedback is an important coaching strategy that can help individuals identify areas for improvement, learn from their mistakes, and build on their strengths. 5. Reflection: Encouraging individuals to reflect on their experiences, thoughts, and feelings is a strategy that can help them gain new insights, develop self-awareness, and make changes to their behavior. 6. Accountability: Holding individuals accountable for their actions is a strategy that can help them stay focused on their goals, take responsibility for their actions, and make progress towards achieving their desired outcomes. 7. Motivation: Motivating individuals to take action towards their goals is a key strategy in coaching. Coaches can help individuals identify their sources of motivation, overcome obstacles, and stay committed to their goals.
Is this list exhaustive? Are you investing the necessary time to engage and prepare your interactions with your teams. Does each of your team members has a set of goals that is consistent with what you and your company want to achieve? How often do you give feedback? When running from urgency to emergency, how do you keep the discipline to ensure you teams remains a priority of your agenda?
I would love to hear your views and experiences.
