Coach Your People

Dr. James Dobson quoted an interesting human resources statistic a few years ago on his radio show: “85% of people who leave their jobs leave because of perceived unkindness in the workplace.”  

It’s a Gift

To keep great people, what single leadership best practice stands out? According to Harvard Business Review article, Eight Ways to Build Collaborative Teams, the winner selected is “leaders coaching their employees”. A company where leaders took the time to coach and mentor their employees was identified as a “gift” culture. The study found that this went far in building employee loyalty and motivation and also led to more collaborative behaviors. The country western song is true after all, “Love is spelled T-I-M-E”.

But I Don’t Have Time

Leaders have known for many years that they must invest in their people by personally spending time training and mentoring. Yet research shows that few leaders do it. The big reason given: “no time”. The truth is that the pace of work is steadily increasing each year and leaders today are under enormous pressures. Yet, when you look at the cost of not spending the time, you risk:

• Losing employees to your competitors (the best people leave first)

• Low engagement and morale levels

• Mediocre performance

The Business Case for Coaching

Here’s the upside –more competent, engaged employees will give you a good return on your investment of time and energy.

• High retention rates of your best employees

• Healthy morale and productivity

• Increase in bottom-line performance

The Christian’s Case for Coaching

All business reasons aside, as followers of Christ we are called to “love one another” and share His truth in a dark world.  By being the kind of boss who shows an interest in your employee’s success, and by spending more time connecting, you will have a unique opportunity to influence at a deeper level.

Hebrews 10:23-24 says, “Let us hold unswervingly to the hope we profess, for he who promised is faithful. And let us consider how we may spur one another on toward love and good deeds.”

Application:  Three Steps for Coaching Employees

• Do an analysis with each direct report.  Agree on strengths and areas to improve.  Mutually decide what 1-2 areas of growth are most important over the next year.  

• Create a “Development Plan” – Discuss resources available to achieve targeted growth, such as books, classes, a stretch project, or a mentor.

• Have monthly 30 minute “one-on-one” sessions to check in on how your employee is doing with their development plan.  Use this time to ask the open-ended question, “How are things going?”  Listen well and watch for a teachable moment to instruct, encourage, and share God’s Word.

—Elaine Morris

Elaine is an Executive Coach, speaker and writer in the Dallas Fort Worth area.  Elaine also partners with Dr. John Townsend to bring his Leadership Coaching Program to Texas.  The LCP is a year-long, distinctly Christian, small group curriculum for leaders who want to grow personally and professionally.   www.elainemorris.com, 214 244-2592.