Coaching employees is not what it used to be. In response to the demands of the knowledge economy, workplace coaching is no longer about giving directions; it’s about helping employees take ownership. Yet few managers know how to do that.
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If your company is experiencing a morale problem, it’s important to diagnose the reasons. To become a high-performance organization, companies must address people issues before they get out of hand, because when people leave, cash bleeds.
Whatever your path to training management, you are a critical part of a high-performing training organization. Remember to continue your focus on professional development to maintain your skill set and value.
Feedback is broken, and we’re paying a significant price for our well-intentioned misuse and missteps. Broken as it is, feedback is much too valuable to throw out. Instead, we need a feedback fix.
The art of managing up and down — simultaneously — is not easily mastered. It takes perseverance, communication, leadership, continuous learning and, most prominently, balance. If you’re a new training manager, it’s easy to become overwhelmed.
Committing to and establishing recurring, personal meetings with each of your team members is vital to creating a constant feedback loop, where everyone receives praise and constructive criticism first and fast.
Managers and their employees have always faced challenges when communicating with each other. While some aspects of modern performance management have helped alleviate those challenges, others have created new ones.
Volumes of books, papers, articles and dissertations attempt to define effective leadership. In my experience and personal practice, the difference between an effective leader and a disaster revolves around the intangible aspects of leadership.
Good managers produce an atmosphere that encourages the best from people, that drives both high performance and high morale, and where people are successful and team spirit is strong.
Feedback is an essential component at every level of leadership. Yet, for many people, sharing and receiving feedback can be a daunting experience.