In athletics, great coaches are always remembered and revered. Even Olympians are generally quick to give credit to one special coach who was willing to take the time to work with them individually, encouraging them to become stronger.
But, how does that same type of inspiration transfer into the business world? The secret is, it hardly differs at all.
Essentially, managers have to remember that one size does not fit all in their company. Each employee is different and works differently than his or her co-workers. Once leadership teams – no matter at what level – understand their team members, the more effective coaching will be. From there, the results will be positive and long-lasting.
The feedback that results from performance-based 360 assessments can help guide the coach, the coachee and the entire process in general. Basically, the coaching process is feedback driven. The content and goals of the coaching process are based on the participant's strengths and areas for development.
Managers and supervisors must be willing to take the time to get to know their employees. If leaders cannot take that critical first step following 360 feedback, true progress will be difficult to come by.
"If you cannot or will not take the time to coach and set expectations for your employees before they begin a task or project, how do you find the time to discipline them after they do not perform as you expected?" asked Larry Cipolla, president and director of CCi Surveys International.
Employees cannot read minds, and thus will not automatically know what is expected of them for the short- or long-term if their managers never verbalize it. Working with CCi Surveys can supply your company with the tools it needs to encourage leaders to coach, so they can then encourage employees to grow.