Coaching is (not) a magic wand? – 7 myths about employees coaching
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Over the past few years, it has been shown that the implementation of coaching in organisational culture has greatly contributed to the achievement of the company’s goals, their development, and return on investment. After all, although the application of training can greatly help to develop the business, as well as employees, coaching definitely ISN’T a magic wand.
Along these lines, we reveal 7 myths about coaching you should never believe in
1. Coaching can completely eliminate employee weaknesses
Even those best experts in their fields of work, which are often targeted by headhunters, do not have perfect knowledge about everything. Also, we must understand that someone who is the best HR manager in his company, will probably not be the best Marketing Manager. People are different and have different interests. Regarding this, they should focus their development on the areas they are really good at, so to make them even better. Let’s analyse together the example of our tennis players, Novak Đoković and Nenad Zimonjić.
While one brilliant in doubles, other is a champion of the world in singles. If Đokovic set a greater emphasis on doubles, where he is not as good as a single player, he might never have been able to become a champion of the world.
Ultimately, the secret of successful employee training is not to discover and eliminate weaknesses, but to focus on strengthening each individual’s qualities.
2. Application of coaching leads to the employee change
If you are an HR manager or have been participating in selecting and recruiting process of new employees, at least once, you had a candidate you partially liked, but some of his features were not so good. However, regarding some other qualities, you decided that he will be your new colleague, with expectation candidate will change by time, and trait you did not like will be gone. After a couple of months, you realised that trait is still there. You are slightly disappointed in yourself and your assessment.
Where am I wrong, you wonder?
You are wrong, by expecting someone else to implement the change you anticipated as crucial for further development in his work. Big truth is that people essentially are like they have always been. I can change the behavior of mine insignificantly, but such a change will happen entirely because I want to, not someone else. In addition, anyone who got the chance for an interview in the company you work for knows that there is only one chance for the first impression. In fact, your potential employees represent themselves as the best they can during the interview.
3. If you tell the employee about mistakes through coaching, you will become hated
In fact, the truth is that people are very often aware of the mistakes they make, especially when it comes to repeating them, but they do not know what to do for a change. It is important to be a leader who will train the employee, by asking him the right questions, help him to see the challenge and find a solution, as well as to see progress potential. In this way, you will be perceived by employees as a trusted individual, who they can rely on any time.
4. Successful coaching will lead to radical behavioral changes
What is absolutely certain is that success does not happen overnight. The change represents a long journey, but not a destination. Also, those lifestyle changes are most often carried out through phases, thus several minor once. Coaching your employees will lead to achieving higher performance, business goals, but that does not necessarily mean you will change your life completely through it. It simply can be explained as coaching is more like a marathon than a sprint. In fact, it is important to end the race and become a better version of yourself from yesterday.
5. Coaching tools have no age limits
Remember how many times you as a child, or even later, got into conflict with your parents because “things were different in their time.” Why would you think it is different when it comes to business? Different generations of your employees look at things differently and for this reason, you need to approach them in different ways. The line from the famous book of Antoan de Sent Egziperia, “The Little Prince” can help you to successfully train your employees:
“You need to be treated in your way. I just need to find out which one is it.”
What sets you apart as a favorite employer and successful coach, is exactly the ability to really find out what is the best way to approach your employees. In one of our blogs we have already written about conflicts and how to avoid them as much as possible, so if you are more interested in this topic, please read it.
6. A person with a natural talent for performing a job is the best worker in the company
We are sure that each of you has at least one elementary school friend who was incredibly talented for playing basketball, football, or some other sport, but still, not playing for the national team today. Talent for performing a job is desirable, but without working on its improvement, it still stays just a talent. Also, some people have incredible business skills, but they simply do not fit into organisational culture and enjoy the company’s values. The fact actually is that you can develop someone’s skills through coaching, but changing one’s attitudes and values are not possible as it seems.
7. Your employee can completely separate a professional from a private life
Although the title of this chapter would describe an ideal situation, your employee is still just a person. Sales manager, father, and a friend are just social roles he plays in. If, for example, conversation with a potential client did not go very well, it certainly will affect your employee mood on that day. A good manager does not only look at the employee’s business life. He tries to recognise the strengths of the employee, with little the help of coaching, and take advantage of his benefits, so an employee continues to develop in all areas.
We hope that the information we have shared with you through these 7 myths about coaching will be useful in your further work. Although coaching is not a magic wand, there is still a way to really understand people you work with. If you want to find out how join us at the training “The Art and Science of Coaching”.