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IT Managers Need To Play The Role Of Coach If They Want To Win The Game

IT managers understand that they are responsible for conducting periodic performance evaluations of their team. What many IT managers don’t realize is that they are also responsible for what comes next: teaching…

What Is Coaching And Why Should You Do It?

Teaching is not management. Instead, it’s a two-way activity where you work with your team member to help them develop in a specific way.

Your coaching activities are based on a goal that a member of your team wants to achieve. This goal is identified during employee performance reviews; however, as their manager you know they cannot achieve this goal on their own.

This is where coaching comes in. When you engage in coaching, you share your experiences and knowledge with your employees to show them how they can achieve their goals. A critical part of coaching is that the employee must want to be coached – you can’t force someone to accept your coaching input.

The benefits of coaching when done right are enormous. An employee’s job satisfaction and motivation can increase if they feel they are getting personal attention from you. Additionally, by spending time with an employee coaching them, you can prepare them to take on management responsibilities later on.

How Does an IT Manager Train Their Staff?

The first step in starting to coach an employee is to spend time observing their actions. The purpose of doing this is to allow you to understand what strengths and weaknesses they currently have.

You should also pay close attention to how they interact with their coworkers. Taking some of these co-workers and finding out what they think the employee will teach can also reveal valuable insights.

Your next step is to sit down and talk to the employee. The purpose of this discussion is to share with them the results of your observations.

You should be careful to make sure that everything you say is based on what you see. You want to describe the behaviors you see and what their effects are.

During this type of discussion what you hear from the employee may be more important than what you say. You have to work hard to become an active listener.

If you are an active listener you should keep eye contact with the employee and repeat what they are saying to make sure you heard them correctly. These types of behaviors will show the employee that you are interested in what they have to say.

During a coaching session you also need to ask the right questions. By asking questions you are showing the employee that you are interested in what they have to say and want more information from them.

When you ask a question, you want to ask an open-ended question. This type of question cannot be answered with a simple “yes” or “no” – it requires a more detailed answer from your employee.

Finally, the outcome of any coaching session should be an action plan. It is a plan that you and the employee make that will allow them to achieve their goals. This type of plan does not always have to be written, but it should be created by the employee and it should have clear goals and a timeframe that you both agree on.

What Does It All Mean To You?

Good IT managers understand that their responsibility to develop their staff includes coaching team members who need extra help to get better. By taking the time to coach team members, IT managers can help them improve their job performance as well as increase their job satisfaction.

To be an effective coach, an IT manager should start by spending time observing what the employee is doing right and where improvements are needed. Next discussing what the employee needs to do and doing a good job of listening will allow an action plan to be created. Finally teaching can happen as you use the information you have collected to provide useful feedback.

Coaching is one of the most important tasks you will do as an IT manager. Take the time to learn how to do it right, and you’ll develop the skills you need to make a good team a great team.

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