If you’ve read the companion article, “Everyone in the Office Is on the Development Team,” then you are on your way to having your staff – from top to bottom – on the same page, articulating the same message. The next question to ask is whether your executive staff is properly trained to be managers – something that is almost impossible to tell from a resume or a peer-to-peer conversation.
Why is it so important to have your executives be good managers?
Strategy can direct the focus of the staff but what motivates the staff? Let’s look at a well-qualified development officer. In all probability, he/she is also in demand by other organizations. Other organizations often pay as much, if not more, than you, provide more attractive incentives and represent causes that can also bring out your employee’s passion. To distinguish your organization—and retain valuable staff—you need to assess whether your staff really enjoys working at your organization? Such enjoyment is often a product of clear tasks and responsibilities and, above all, excellent supervision that is designed to help people grow and succeed at what they do. Such supervision is essential to retaining staff and good managers can learn to be great supervisors through executive coaching.
In fact, the quality of the relationship between a manager and his or her direct staff is one of the most essential indicators as to whether an employee is happy in their job—and whether you will be able to retain that person for your organization. And friendship isn’t enough. A good manager needs to be able to help:
* the employee set and achieve professional goals;
* the team work together through collaborative problem solving;
* determine the level of supervising each employee needs/wants;
* establish a system for 360 degree feedback of executives as well as staff performance;
* evaluate whether the current systems are working for the individuals as well as the team;
* increase productivity for individuals and the team; as well as
* find their own job satisfaction.
Executive Coaching is also essential in:
* finding each manager’s highest level of productivity
* establishing a continued path of learning and goals for these individuals;
* ensuring new managers have the necessary skills to find success;
* finding and improving the managerial areas which the staff identify as the areas that need work;
* improving on basic skills that get lost from time to time (including communication, organizational or technical skills); and
* determining the management culture that is presented to the organization and general public.
In the end, executive coaching helps provide managers with the path to finding their own highest potential. A self-satisfaction that will translate into improved performance and higher retention for all employees.