Playing to Win: Why Coaching Should Be in Your Game Plan
Our EI is an indication of self-confidence, how aware we are of our own strengths and weaknesses, how much control we have over our emotions, our motivation or drive to succeed, and our level of preparedness for embracing the needs and responding to the feelings of our people when making tough decisions.
If we are the right person to serve as a coach for an employee, then we will be successful in helping them to improve their performance or area of weakness. If we are not right for serving in this role, then we must recognize this fact, step aside, and identify another more suitable person to coach this employee. However, my experience has shown that following the guidelines outlined above, learning effective goal setting, and mastering our emotional intelligence will prepare us to lead and coach our teams to enhanced individual performance and greater overall organizational productivity. Their success is our success. Their growth is the company’s growth.
In the end, the goal is behavioral change. Our coaching responsibility is to foster and nurture an open relationship with our employee team, allowing them to be receptive to new ideas and change and, most important, to move on to the next level of performance and contribution to the success and profitability of the business.
Dennis Gershowitz is VP, Client Support Services, with the Anthony & Alexander Group, Omega Management consulting organization, and principal of his own consulting firm. He can be reached at .
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