VPs and Directors:
VPs must consistently coach their Directors, and Directors must consistently coach their Managers ensuring continuity, accountability, and improving overall coaching effectiveness.
Because managers are responsible for executing your go-to-customer and go-to-candidate strategies, they must be enabled with the skills, knowledge, and tools to coach their people. Coaching reinforces behavior and skill adoption and ensures the ROI of your enablement programs.
Managers are taught to follow a repeatable coaching methodology in which they empower their people to self-discover and self-assess ways for changing behaviors, overcoming skill and knowledge gaps, and elevating performance.
Managers are enabled with coaching communication skills and how to apply them within the context of a coaching conversation.
The manager’s ability to block out their own perceptions and actively listen to understand the employee’s point of view.
The manager’s ability to create and support a culture of autonomy by enabling employees with choice, independence, and empowerment.
The manager’s ability to get their employee to state their level of commitment and agreement to the next steps.
The manager’s ability to analyze, synthesize, conceptualize, and apply data to make informed decisions.
The manager’s ability to relieve the employee of anxiety so they feel comfortable with constructive feedback and discussing their weaknesses
The manager’s effectiveness in making their employees feel understood.
Managers are taught to lead by asking questions (not tell) to empower their people to take responsibility for their own actions and results.
The manager's ability to present information persuasively including their ability to use specific examples when discussing the employee’s performance.
The manager’s ability to uncover their employees’ thoughts, feelings, and perceptions. To know what questions to ask, when to ask, how to ask them.
The manager’s ability to demonstrate vulnerability with humility by sharing personal stories to cultivate trust.
Coaching focuses on developing competencies including skills, behaviors, and knowledge. Managers are taught how to apply the communication skills and coach to competencies (not manage activity) within the context of a candidate or customer conversation.
Managers learn how to establish coaching expectations, effectively open a coaching dialogue, probe for perceptions and needs, uncover and overcome obstacles, co-create solutions, and gain agreement and commitment on next steps and corrective action. The result is a team that is self-empowered that takes ownership and responsibility for their own actions and results.
Our manager enablement coaching content library spans 31 lessons including dozens of micro-learning training videos, 50+ quiz questions, 15 pre-built manager-subordinate experiential learning role play exercises and coaching tools, playbooks, and templates designed to support managers in adopting the coaching methodology.
Your management hierarchy from the top down must be enabled to consistently “coach the coaches.” The target audience for manager enablement training includes:
VPs must consistently coach their Directors, and Directors must consistently coach their Managers ensuring continuity, accountability, and improving overall coaching effectiveness.
They’re responsible for ensuring go-to-customer and go-to-candidate strategies are executed effectively. They must be enabled with the coaching skills and tools for their people to succeed and scale revenue growth.
Some organizations have mentoring programs and/or peer-to-peer coaching, in which case these individuals benefit from manager enablement training.