How do you support & coach your team?

Don't be afraid to say no. Give them space to be themselves. Take time to celebrate growth together. Bersin, from Deloitte, estimates that current skills only have a lifespan of 2 ½ to 5 years.

Not only is this necessary from a business perspective, but today's employees don't want to just go to work and complete their daily tasks either. Great managers foster open and honest relationships with employees that motivate and engage them. In this blog, we'll share 12 rules for mastering employee coaching and creating a productive team of engaged employees. Every high-performance team is guided by a coach who knows how to help them take advantage of their excellence.

A study conducted among more than 300 pairs of employee supervisors found that when leaders participate in coaching, this improves the work performance of their subordinates and inspires them to be more proactive in managing their careers. The study also, as expected, found that the most effective coaches provide their coaches with honest and constructive feedback. Keep in mind that coaching isn't just about helping employees learn from mistakes, but also about celebrating their successes at work and sharing their successes with the team. To improve overall team performance, one of your main training objectives should be to improve team communication.

The most powerful way to train people to success is to increase their natural capacity to succeed. Next, we'll show you the five main ways to guide your team to success and become a great leader in the process. Dedicate a large part of your coaching sessions to these people, teaching them the importance of interacting with the team and teaching them how to do it if they have weak social skills. You don't have to be the best friend of your subordinates for coaching to work, but you must build a relationship of trust.

Another experience worth exploring is group coaching, which is also a fantastic opportunity to form teams, especially if they are far away and cannot be seen in the office. If you're advising your direct reports, this includes clarifying your delivery expectations and giving them permission to set aside tasks that aren't urgent. During coaching sessions that focus on celebrating your coach's successes, encourage him to reflect on what made him successful and the goals he wants to pursue in the future. Your job as a manager is to find out what each person's strengths are and to help them develop these training skills with a personalized plan.

A study published in the Business Horizon's Journal found that the most effective leaders train their teams, helping them to see the big picture and structure their time to achieve those goals. By asking your team members questions and giving them an opportunity to explain or share any concerns with you, the coaching session becomes a less threatening conversation and makes people more open to your comments.