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  Unsuccessful Managers believe that coaching employees is not necessary and expect their employees to “learn from experience”. Although exposure to new experiences creates an opportunity for learning, it is not regarded as the best teacher of new skills. To depend on experience alone might result in:

• Employees not learning the task correctly and becoming frustrated.
• Learning taking longer, due to “trial and error” or limited availability of appropriate learning opportunities.

Being aware of the excuses that Managers frequently use to avoid coaching will enable you to avoid falling into a similar trap.  Managers who avoid coaching may tell you that:

• Time is not available.
• Coaching seems awkward.
• An employee will become overwhelmed.
• Initial goals were not established, and now it’s too late to coach.
• Employees can figure out job responsibilities on their own.
• Goals are obvious and employees should know how to achieve them.
• Employee development is unimportant.
• Employees get defensive when you discuss their performance.

Any preconceived notions about coaching should be put aside to allow positive development of your coaching techniques. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn, and Twitter.