Are You a Coach or a Fixer?

CoachPosterIt's a manager's responsibility to keep the quality of products and services high.  One of the biggest mistakes managers make is to do it by "fixing" the work of others.  They jump in and change things, or even do the work themselves.  They do it because it's a quick solution.

 

Here's the problem, though.  "Fixing" is a temporary solution to an ongoing issue.  Your employee or staff isn't really learning when you "fix."  If anything, they are learning to rely on you to upgrade things to your satisfaction, while not growing in their skills.

 

That is why it's so important to "coach" instead of "fix."

 

When you coach people, you teach them the skills they need to improve.  You analyze the work that needs to be done.  You break it down into its key parts.  You even name those parts and describe what quality looks like and how it's achieved.

 

It takes a little time to coach people, but it's well worth the effort, because it's a long-term solution rather than a band-aid.

 

Want to learn more about coaching? Here's a link to one my Poynter columns with plenty of tips. ChristmasCover And in case you're thinking of a good holiday gift for a fixer who wants to become a coach, I devote a whole chapter to coaching in "Work Happy: What Great Bosses Know."

 

Facebook Twitter Pinterest Plusone Linkedin Email Digg Reddit

Comments are closed.