From Expert to Leader in 10 steps
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Whether we speak about private or business sphere of life, it is a natural human need to grow and develop his/her own skills. At the very beginning of carrier, you were motivated. You wanted to improve yourself and through time acquire a high position in the company.
“Be careful what you wish for, you may receive it!”
Years and years of hard work finally paid off. Your expertise is acknowledged, and you have become the manager of your own team. New doors have opened and with them a lot of challenges. It is one thing to be excellent at your job, and quite another thing to teach people to do the same. That’s the point. Great leaders are those who make other leaders. These are 10 coaching skills that can help you to run a successful team.
1. Check the members of your team for progress, but in the right way
Every manager wants his team to be strong and successful and to achieve set targets. The challenge we usually face is that we don’t want to look like persons who are over controlling their employees. Here is the way to get the answer that you want, but in a little bit different way:
“————–“ last time we spoke about “—————-“ you said you would accomplish “—————“. I wanted to know how is your plan going?
2. If members of your team come across an obstacle, help them solve it
That doesn’t mean that you are playing the role of a counselor, and do the job instead of them. You have already proven that you can. It is time for you to transfer your skills and expertise on someone else. To easier explain the situation, we will give you an example:
If your employee comes to you with a question ‘I have X problem. How do I solve it?’
The worst that can happen is for you to tell him/her what to do exactly. Instead of a solution on a platter
Ask a question ‘What would you like to accomplish?‘
When people are focused on what they do not want, it frustrates them. As the opposite to that, when they are focused on an objective they become motivated and open, new creative ideas that lead toward a solution are born. When you have already established what is the goal of your employee can ask one friendly question:
‘If you were my boss, what would be the best advice you would give to me to accomplish what I want?’.
Don’t forget to finish the conversation with concrete action steps and precise time span until they will achieve the goal.
3. If employees are stressed out, use your coaching skills to help them
‘I can’t do this. It’s hard. I do not know how to solve this.’
We assume that as managers you are facing with similar sentences daily. It is completely normal for people. They are facing new, unknown challenges and short deadlines. It is normal they are stressed out. Here’s what to do:
- Check the cause of stress and their real impact. How big is the challenge or problem the employee is facing?
- Help him/her to let go of fear. Ask the questions that will redirect their thoughts toward the future.
- ‘Alright, what is the worst-case scenario in this case?’ -ask this question and wait for an answer. Sometimes the problems are much smaller than we initially thought.
- Create with your team members action steps for solving the problems and accomplishing the objectives.
- Define the best way to support them on that road
4. Help your team members to transform their ideas into goals
The worst thing that could happen is that your employee idea remains just that – an idea. We know that some ideas are hard to become reality. First, you need to establish that the idea your employees have put forward is very important to him/her. See what it is that he/she wants to accomplish with it. What are the challenges he/she might face on that road? Considering everything said before, create SMART objective and follow its realisation.
5. Every part is important for the whole to function-explain that to the other members
It is important to explain to every member of your team how the thing he/she every day affects long-term goals and evolution of the company.
6. Don’t let the plan be just a letter on the paper
Perfect planning and setting up the plan won’t mean a thing if there is no action. Remember the first step and from time to time check your employee’s progress.
7. Final success depends on what you do today!-apply this saying
If you have agreed with a member of your team that the deadline for the finalisation of some goal is 3 months, organise a meeting with him/her every month. How is the plan of realisation going? How far had he/she gotten? What was good, what bad? What were the challenges he/she faced? Find the answer to these questions. You will learn a lot.
8. Check if your employee is clearly understanding what is expected from him/her in the following period
‘Let me see if I understand what we were talking about until the next meeting we should be ……’
At the end of every meeting make a short summary. You will save time and decrease the possibility of errors due to a misunderstanding of the job.
9. Be there. Feel when a team member needs your support
If your employee is facing crisis and stress be there for him/her. Organise a ‘1 to 1’ meeting and talk to him/her. Talk about the challenges he/she is facing and see how to support him/her.
10. Keep up the focus and motivation
It is very important that a member of your team know, in every moment, why is he/she doing the things he/she is doing.
Lighthouse on shore is always visible, no matter what storm the ship is facing.
The same should be with the goals of your employees.
Every team needs a coach. The great advantage is when the coach is also the manager of the team.
If you want to be one, join us on “High Performance Team Coaching” training on 24th of May 2019.