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The Goals of
Good Coaching
he four district managers aren’t getting their phone mes-
Tsages fast enough. They’re upset about it, and they say
they’re losing orders because of it.
All fingers point at Sonya. ing calls are routed to her
phone, and her voice mail backs everybody up. You’ve got to
solve the problem. What’s your first move?
We’e back to this situation after you’ve learn about
the goals of good coaching and how management by coach-
ing will help you get the information you need.
Are You Wasting Your Most Valuable Resource?
According to a recent survey by Market Facts’ TeleNation,
more than 90 percent of the employees polled believe they
have good ideas about how panies could be run
more essfully. However, only 38 percent think their
employers would be interested in hearing those ideas, making
employees’ ideas a most wasted resource.
Do workers ing to you with sugges-
tions? Maybe your door is always open, but is anybody walk-
ing through it?
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2 Effective Coaching
An Accessibility Quotient Quiz
Your “Accessibility Quotient” is your openness to input from
your staff. How would your workers respond to the following
statements? Answer “yes” or “no” as you think they’d really
respond, not as you’d like them to.
My boss
1. asks for my opinion frequently.
2. listens to my suggestions.
3. takes my ideas seriously.
4. values my opinion.
5. checks with me before making a decision that affects my
work.
6. would defend me in a meeting of supervisors.
7. explains goals clearly when giving me a new project.
8. es my questions about an ongoing project.
9. gives me latitude in deciding how to carry out a project.
10. saves criticism for one-on-one sessions.
What Your Responses Tell You About Your Management Style
Did you rack up seven or more positive responses on the
Accessibility Quotient Quiz? If so, you’re already exhibiting
many of the attributes of a good coach. One of the main goals
of management by co