Why All Managers Should Be Career Coaches
Sure, you’ve sat in meetings all day and you’ve jotted down the following notes:
- Update budget numbers to reflect new changes in technology
- Make sure all team members have taken necessary SOX compliance training
- Confirm professional development spending for all employees and make sure they use their allotted amount before the end of the month
- Post new job rec on intranet
- Secure location for quarterly team offsite meeting
But, you’ve left off some really important things:
- Create and support an environment that’s conducive to crucial conversations
- Make sure everyone on my team knows their role, how they fit in the big company picture, and what they contribute to overall strategic objectives
- Confirm that each team member understands what it takes to get promoted to the next level
- Help each team member create a career and employee development plan that lets them gain new skills to take on more while addressing their weaknesses and improving upon those
You’re Their Leader, Not Their Mother
I’m not telling you that it’s your job to take each employee’s career and professional development into your own hands and micromanage it so he/she becomes the company’s next rock star. That’s their job (and maybe even their mother’s). But it is your job to coach and guide your team, understand their desires for development and career progression, and provide feedback on the steps they believe will help them get there. Your job is to validate their plan and provide resources to help them get to where they want to be. It’s not your job to be the director and key stakeholder in each of their futures.
Honestly, how often have you had this type of conversation with your entire team?
Clarity Drives Results
By working with your team to create clear goals, both for their role and their professional development, you’re handing them a roadmap that says, “If you address all these items, not only will you be successful in your current role, but you’ll achieve greater overall career satisfaction.” This, in turn, lets your team know you’re invested in them and that you’re along for the ride to help them become the professional they want to be. It also ensures that valuable time is not spent on unrelated tasks but on things that will get them—and the company—to their goals. By providing recognition and feedback, you develop trust and increase engagement, which benefits everyone.
Still Thinking It’s Not Your Job To Be A Career Coach?
And if you’re still left asking yourself, “Why would I take the time (and even money) to invest in becoming a career coach?” here are some stats TalentGuard has gathered from our network of certified career coaches:
- 77% Better at Working Relationships with Direct Reports
- 77% Better at Working Relationships with Immediate Supervisor
- 61% Improvement in Job Satisfaction
- 53% Improvement in Productivity
- 48% Improvement in Quality of Work
- 48% Improvement in Organizational strength
If you could achieve these results with your team, wouldn’t it be worth it to grab your career coach hat, toss it on, and ask your team how you can help?
Let us know your thoughts on this blog by sharing your comments.
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