How To Coach Rather Than Supervise Employees

Bill Berman and George Bradt, authors of the book, Influence and Impact, explain the importance of helping your employees to understand what their jobs entails, and what the culture expects, so they can do the work you need from them the most.

More importantly, they say that it is better for you as a leader to coach employees rather than supervise them. And, as you coach, they recommend you:

Ensure the employee fully understands their job responsibilities.
Pave the way for the employee to be successful. Given them the time, resources and encouragement they will need.
Help them know themselves better. Consider a personality assessment by a trained evaluator so they understand their styles and preferences.
Help them know the business. Ensure they know the organization’s mission, vision and purpose, business strategies and cultural norms.
Help them know you. Help them to really understand what you really need from them to make you and the organization successful.
Help them know their stakeholders, and make sure they know who their stakeholders are.
Clarify what success looks like.
Make sure the employee understands the expected deliverables.
Grant the employee the authority to do what is needed. Hold them accountable so they embrace accountability.
Help build their self-confidence.
Allow employees to provide you feedback. Ensure they are confident they can speak up and will not be humiliated, ignored, or blamed.
Build trust.
Do not micromanage.
Challenge them to do more than they think they can do.

And, always keep in mind that leaders and managers succeed when their employees are engaged, empowered, and focused.

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