by Tim Hallbom & Ashley Warrenton Smith
We interviewed a sampling of 30 successful managers who ranged from entrepreneurial companies to Fortune 50 and from Chair & CEOs to front line managers. We asked them to identify the challenges they faced in obtaining high performance from direct reports; how they currently coach direct reports to achieve higher performance; what coaching meant to them; whether they had ever been coached and, if so, what worked for them about it; skill sets that managers need to be effective at coaching; and, finally, have most of the managers they worked with had the skill sets they needed to coach effectively.
- Ask high impact questions that draw out the highest and best thinking in your direct reports to help them develop their own answers and move them to action.
- Focus upon what is working rather than to try to “fix problems.”
- Stay focused on the results you want.
- Build rapport & trust—make it safe for reports to speak their minds.
- Hold your direct reports accountable. You get what you expect.
- Listen deeply with your eyes, ears, & heart.
- Model what you desire from your direct reports. Walk your talk.
These bullet points are from an article we wrote (Summer 2005 edition) for the Journal of Innovative Management.