Most managers today spend most of their time putting out fires and responding to day-to-day problems. Few spend time with their team to develop their skills and behavior. Is this a management role and responsibility, or is this just left for executive coaches to provide the development?
When was the last time your manager sat down with you and asked you, “How can I help you become a better (person, manager, leader, contributor)?” I recently discussed this question with a collegue, and we both admitted, that rarely if-ever did our prior managers take on that role of a developmental coach.
Today, it is becoming a coaching imperative that managers take on this role and develop their competencies to help their own staff. Your thoughts?
Rob VeVerka
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