By Shalini Ramakrishnan, Director of Product Marketing

Recently Gallup conducted a survey on employee engagement amidst the peak of the COVID-19 pandemic. They found that 49% of workers were not engaged with work. They put long hours into their work but were not passionate about it. 

As remote working continues and employees increasingly face burnout, there is a risk of disengagement.

One way to solve it is through coaching. Companies are looking for ways to offer meaningful mentorship and coaching to employees to equip them with the right skills so they can use it to upskill themselves and feel engaged with the work they do.

However, coaching should not be done like a drill. It has to be truly valuable and effective for the employees. 

Coaches can make it effective by avoiding a few common mistakes while coaching mentees.

Common Mistakes That Coaches Must Avoid During Coaching

  • Not understanding the strength and weakness of mentees

No two mentees are the same. Every mentee, even in the same position, may have a different set of strengths and weaknesses. For example, a mentee with good technical skills may not be effective in communication. Some thrive in challenging situations, whereas some others might crumble. Coaches often fail to identify the strengths and weaknesses of their mentees. This results in ineffective coaching that may not add value to the mentee’s growth. A good coach evaluates team members on their soft and hard skills and finds out their strengths and weaknesses before finalizing the coaching approach. 

  • Not personalizing the coaching

Imagine teaching an advanced course to a person starting from a beginner’s level. The person will not understand anything, which would make teaching ineffective. That’s what happens when coaching is not personalized and aligned with the skills and specific needs of the mentees. Mentees might find it uninteresting and tune out mid-way due to lack of engagement. Coaches often use textbook coaching methods to coach their mentees, which may or may not add any value and could lead to a loss of precious time and effort. If coaches want to improve the outcome of coaching, they need to understand the learning gaps, set SMART goals for their mentees, and develop a personalized coaching journey with the help of HR, Subject Matter Experts, and the mentee. Personalized coaching could help increase employee engagement and employee productivity at work. 

  • Lack of transparency and communication

Lack of trust and transparency could derail the entire coaching process. Coaches often get so involved in the routine tasks that they do not communicate with their mentees as much as they should. This results in a lack of transparency between the coach and the mentee and eventually leads to the mentee losing interest in the coaching process. Coaches have to make efforts to build transparency and have a regular conversation with the mentee to develop trust and improve engagement throughout the process. There should be an open-door communication between both parties to exchange ideas freely and discover new areas of improvement that can lead to successful coaching. There must be a way to provide holistic feedback to mentees to ensure continuous improvement. 

  • Not measuring the outcome of coaching

One of the common mistakes that coaches often make is not measuring the outcome of coaching. They set goals at the onset of the coaching process but fail to measure if the coaching has been effective. Lack of tracking renders coaching ineffective. Coaches must evaluate the mentee on their skillsets and identify the next steps to make coaching successful. The performance can be rated in different ways – through self-assessment, peer rating, and frequent feedback provided by the coach throughout the duration of coaching. The outcomes must be measured regularly to make coaching effective.

  • Lack of engagement

Lack of engagement is an issue that most coaches and employees face during the coaching process. Coaches and mentees do not fix a coaching schedule and tend to make it a mechanical process. Lack of engagement does not add any value to both parties, especially if it results in minimal transformation within the mentee during the process. If companies want to see real transformation in their employees, they have to encourage continuous engagement between the coach and mentee. From addressing concerns to guiding mentees to think critically and innovate, coaches need to have 1:1 engagement with them to improve their performance. 

  • Limited accessibility to content

Coaches tend to rely on the in-house resources to coach their mentees. Sometimes the in-house eLearning content may not alone suffice to develop the skills of the mentee. Real case scenarios could inspire mentees to build their capabilities and transform themselves and the company in return. That’s why coaches need to look beyond limited in-house content and tap into third-party eLearning programs and integrations to evolve their mentees.

Also Read: Power Up Your eLearning Initiatives with Coaching

Conclusion 

Coaching is no longer a nice-to-have feature in a company. It has to become a part of the company’s innate culture. Companies need to invest time and money in good coaches, robust tools, and coaching strategy. 

At Numly, we provide enterprises with solutions that can help make coaching a seamless part of the company. Remember, a company that invests in its coaching programs is the one that can quickly pivot during stressful situations and grow with an innovative mindset. 

By Shalini Ramakrishnan, Director of Product Marketing

Every company envisions to be a fast-growing company that has the pulse on its customers changing needs and follows an agile approach to meet those needs before the competitor does. A fast-growing company requires its employees to adopt a growth mindset. It especially looks for leaders who can drive growth and make the company nimble-footed. 

Here are a few skills that a company looks for in its top leaders. 

Leadership

Employees always look for mentors and coaches in their leaders. They prefer to work with leaders who demonstrate the same level of commitment and diligence as they do. Fast-growing companies look for leaders who can inspire and lead by example and maintain transparency while interacting with employees. They also look for leaders who possess high emotional intelligence and create an environment where people are respected irrespective of their diverse background, and where passion towards work is considered more significant.

Also Read: Critical Leadership Skills that High-Potential Women Leaders Should Be Groomed On

Problem-Solving

Failures are inevitable when companies innovate and grow. The key factor is to learn from the failures and challenges and move ahead. A growth-focused company looks for leaders who don’t shift the blame on to anybody but instead take a solution-based approach to solve the business challenges. These leaders give importance to customer-centricity and work towards building trust within and outside the company. A good leader will take the onus of the mistakes and take ownership to solve them.

Also Read: The 3 Most In-Demand Power Skills for Managers Today

Open Communication

Running a fast-growing company is not a one-person activity. It requires several people with specialized skills to manage it smoothly. For a business to run smoothly, leaders have to be able to communicate their vision and ideas to their employees and other stakeholders with laser-sharp clarity. 

As Susan Tardanico, founder and CEO of the Authentic Leadership Alliance, said, “Forget about eloquence — worry about being real.” 

Leaders should be clear about what they expect to achieve and what they expect people to do to achieve it. Communication is also a two-way street. So, companies prefer to work with leaders who are open to new ideas and are willing to listen to other people’s perspectives while making business decisions. A democratic way of functioning is always preferred.

Consistent Execution and Results

Companies like to work with leaders who act decisively and make crucial business decisions based on evidence and not emotions or gut feelings. They like to work with leaders who have the ability to drive growth and deliver results consistently. It is also important that leaders have the ability to challenge the status quo. It helps companies to drive innovation and grow faster than their competitors. 

Take Dell, for instance. Michael Dell could foresee changes that were to occur in the future and bring in rapid changes to get to the market before his competitors. He did everything to foster innovation within the enterprise. If a company has to deliver consistent results and stay ahead, it has to innovate constantly. That’s possible only when the leader makes bold decisions in the interest of the company and people.

Also Read: When the Threat of Disruption Is the New Normal, How Are Enterprises Fostering Innovation?

Innovation with agility

In the early 1900s, Henry Ford had captured 60% of the automobile market share worldwide. His secret sauce was combining agility with innovation. In a fast-paced environment, agility and innovation is the key to a company’s success. Fast-growing companies often look for leaders who have an agile mindset and are innovative at the same time. They need leaders who are willing to take intelligent risks and accept failure. They should be able to inspire others to adopt agility in their business processes as well. This type of culture can help companies to stay at the top of their game consistently.

Tight Collaboration 

Companies grow and achieve more when disparate teams share common goals. Alignment between sales and marketing, for instance, can help companies achieve 27% faster three-year growth. 

Collaboration leads to faster decision-making, more productivity, and revenue growth. However, collaboration can happen only when leaders encourage it. Leaders must break the silos, engage with all the teams, and unify them to deliver as a single unit. They should also be capable of building trust among team members and resolving differences between the teams to avoid derailment of work.

Self-Management

A leader can manage a team only when they can manage themselves. Fast-growing companies need leaders who have established personal credibility throughout their careers and are constantly yearning to learn and grow in their personal and professional areas of life.

These skills may or may not be innate within an individual. They are cultivated and honed throughout their career. While leaders may come with their set of skills, companies also have an equal role to play in the development of leaders. 

AI-based learning platforms such as NumlyEngage™ help companies identify the skill gaps in leaders and help them nurture and develop those skills. Get a demo today

 

Upcoming Webinars - Engaging and Up-Skilling Your Employees From a Distance

3rd and 17th December, 2020