The best managers equip their people with the skills and tools they need to succeed in their roles. This involves building problem-solving and critical thinking skills. There is a fine line between being an effective coach and an authoritarian taskmaster.
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Feedback frequently offers a mishmash of evaluation, criticism, correction, recommendation, approval and encouragement. That mishmash can leave the employee wondering, if not confused.
While freedom of action and the possibility to work anywhere can be an advantage, new ways of working also pose new challenges and require new skills.
Coaching provides opportunities for in-the-moment feedback that helps drive performance success and knowledge transfer.
While the term “coaching” is often confused with training, mentoring or consulting, true coaching is about supporting people in achieving their potential. It’s positive and forward-moving.
The success of awareness-focused coaching depends on the coach’s ability to quickly make others feel safe enough to partner in this exploration.
Remote leadership requires a significant shift from the traditional command-and-control mindset to a mindset of a coach, facilitator or enabler.
Part of the role of any leader is to make sense for others and reduce uncertainty. Feedback is a powerful tool for doing so.
Especially in a time of crisis, leaders should have a collective rather than individualistic approach and be willing to ask for help, even if it means going outside of their cultural comfort zone.
Social distancing and the current crisis demand that communication and coaching become priorities, beyond business as usual.