People are much more likely to like a manager who coaches them than a manager who provides little or no coaching. But it’s not a popularity contest. Leaders need to develop people because it’s the right thing to do.

A recent study conducted by Jim Trinka, Chief Learning Officer at the FBI, revealed that by focusing on the competencies of “Developing Others” and “Communication,” managers can increase overall leadership effectiveness by 50-60 percent.

The excuses as to why managers don’t coach people as much as they admittedly know they should are numerous. I don’t have the time. I’m not sure how to give them constructive feedback. I don’t want to damage our relationship. They won’t change anyway. And the list goes on and on…

If manager don’t havecoaching skills, they need to develop them. If they don’t have time, they need to make it. People will always have time for their top priority, yet coaching is always listed in the “nice to do” list, instead of the “must do” list. Managers say, “I’ll get to it when I have some free time,” which of course never comes. Then they wait until the performance review to download a year’s worth of feedback.

Successful leaders know that coaching and communication are key to success and they work hard at developing these skills.

If you’d like to learn more about coaching and leadership development services, contact us at 888.672.1120.