Coursera : Managing as Coach

University of Berkeley
 What is a Coach Manager
A coach manager ultimately responsible for
- performance
- engagement
- production of an employee.
 Why Coaching is important
Broad Range of skillsets required
Expect more from employees
- Nimble ( agile) , quick , fast
- Adaptable
- Keep up
Managers who develop employees get better
results and better performance.
 What is Changing
Figure it out , Get It done changing to Coach
Manager , Get it Done.
employees expecting managers to involve in
helping them developing their skills.
Environments and skills are ever changing
Adapt the new perspectives and behaviors to
be successful
Highly Skilled, Undeveloped behaviors
Coaching goes beyond technical skillset
etc : technical skills
Need to learn behaviors that lead to success
- Organization
- Multiple Priorities
- Listening and Communication Skills
- How employee accept and change
- Work In teams
- Meeting Deadlines.
These are the skills expected from managers to develop in their
staff but managers are not prepared for that.
Many managers think that come to them with technical stuff
and they shld able to do that.
Example
 Manager role as a Leader
What is a leader
- Set and defines the vision
 Manager as Manager Defined
What is manager
- Practice and implement policies and
procedures.
- Mitigates organizational risk
- Drives productivity and ensures goals are met.
- Managers make sure the work gets done.
 Own the role
Accept the responsibility of managing
Keep the work moving
Responsible for getting work done through
employees.
Leaders set the vision ,Managers deploy it
 Example 1
Music Composer = Leader
Conductor = Manager
Consider overall orchestra, instruments, players skills, position.
Conductor maximizes composers vision by making sure everyone is
working together.
The master piece is created through the people.
Big responsibility , a lot of opportunity.
Notice elements that are not in sync
Coordinate details to ensure music comes together- maximize
composers vision.
Managers job is to look at every player, see how well theyre
contributing and how to improve performance.
 When managing is overused
Micromanager doesnt pay attention to
employees critical thinking , problem solving
skills,
Micromanager tells people what to do,
when to do it, and how to do it.
When manager micromanage- creates
disengagement and lack of motivation,
employees frustrated or overly reliant.
 Summary
Manager role is essential to understand
Helps team stay focused on processes and
activities
Organizations need this role to ensure work
gets done on time.
WHAT IS MENTOR
 Manager as Mentor
Advices based on personal and professional
experience and expertise.
 Why seek mentor
Information from someone who has position
you aspire to.
Advice and wisdom from someone in the field
Mentors are generally people with great
wisdom and unique insight to share, thought
leaders.
Example : master yoda star wars.
Tremendously knowledgable
 Personal board of directors
Everybody should have own personal board of
directors
Choose 3-5 experts in areas you want to develop
Ask for help
In time you will mentor others
Mentors are invaluable for career growth.
A mentor gives you the opportunity to try on an
idea before you execute it, to learn from their
mentors challenges and mistakes.
 When mentoring is overused
Over telling offering too much advice
- Dismisses people from process.
- Overly reliant on mentor.
- Lack of accountability
- Dont take ownership of solution
Too much emphasis on how things used to be
- Experience may not help learning today.
- Feels good but not developing anyone.
- Sharing words that arent helpful
Pay attention to how much you offer in terms of mentoring
and telling vs coaching, leading, managing and mentoring.
 Summary
We can all be mentors to people who come
after us as long we have something to share.
We all have our own wisdom and experience
to share.
We can help each other by sharing what we
know.
As we mentor, leaning on our experience and
expertise is what were suppose to do.
 Why Managers Must Train
Asking more of employees more to learn
Managers teaching on the job.
Defining trainer role teaches information,
knowledge, insights so employee can
implement it.
 Training Happens All The Time
Being asked to know and learn at a rapid pace.
How managers train varies.
Employees infused with new ideas or insights.
Many Managers train so frequently they dont
realize they are teaching.
 Example
New phone system
Everyone goes to training but some still need
help.
Managers gives remedial training.
You Dont know have to know it all
You dont need to know everything that your
employee does. Thats ok
Managers doesnt have to do the training but
they DO need to make sure employees get the
training they need.
 When training is Overused.
A lot of managers love to teach. They like to
be helpful.
Believing that training will fix every
performance problem.
Assume everyone learns the same way.
Training also can be like over telling
Pay attention : Know when to teach and when
to coach.
 Summary
Some employees will need to learn how to do
their job.
Managers can train or identify someone else
to do it.
Do it ever changing expectations, trainer will
continue to be priority role for manager.
Training and developing the team is managers
responsibility.
 Roles compared
How coaching role differs
- Coach draws out employee wisdom
- Manager develops team, coaching is how
they do it.
- Other roles : Knowledge outside employee
- Coach role : employee has knowledge and
ideas, coach draws them out so that
employee drive their own development. Tools
and other resources will be provided.
- Coach sees whole person, gives tools for self
discovery and skill development
 Key Questions
Leader Role
- Do I need to set direction ?
- Is my team confused ?
- Do they know how to win ?
- Do you know how to achieve success ?
 Continued..
Manager Role
- Are processes clear?
- Do people know what to do to be successful?
- Does work get done ?
 Mentor role
- Do employees need advice and support ?
- Do they need help seeing another
perspective ?
 Trainer Role
- Do employees need to learn new skills ?
- Is there a new system or process ?
- Is organization changing direction ?
 Coach Role
- Need help developing own skills and
behaviors ?
- Skill and talent but not meeting goals ?
- How best to help employees develop
performance ?
Example
 Summary
Managers are expected to employ many roles
Understanding each role allows you to better
help your team and yourself.
Having clearer definitions helps team perform
better
Clearer definitions of roles helps you choose
best approach to get better results
 Lesson 2: Why Managers Must
Develop Basic Skills
Considerations :
- Works environment vary considerably
- isolated and not enough recognition
- Management changes happen at different
rates.
- People face real challenges all over the world.
- Management may be defined differently
- Opportunities for new perspective
 Influences on the Manager Role
Influence 1 Globalization
Companies dont just exist in their town.
Local business affected by global economy.
No longer limited by where we are located.

We are touched by what happens everywhere,

and it impacts our work.
 Influence 2
Technology
- Impacts customer expectations about rate
of response and availability of information.
 Influence 3
Access and Speed of Information
- Anywhere, anytime .
- Building a perception of availability of
information.

People expect you to know and make information

available.
 Influence 4: Transparency
Expectation to understand why things are
happening
People want to be involved
Can access information from other places
Its extremely important how well do you
communicate and share information with your
team?
 Influence 5: Work Space
Ability to work from different locations
Belief that work must be done in a centralized
location.
 Influence 6: WORK HOURS
Ability to communicate at different times
Belief that work must be done during
traditional work hours.
Employees know its possible to work at
different times from different locations. They
want to know why they dont have the flexibility.
 Influence 7: Employee Motivation
People want to work that is fulfilling
Want work to have meaning
Need to understand why their work is
important.
As a manager you need to connect employees
contribution to goals of organization.
 Influence 8 : Life Purpose
Want work to align with why they are alive
Not responsible to help identify life purpose.

As manager, connecting job to employees life

purpose is powerful.
 Influence 9: Workforce Education
Large influx of workforce training
Employees expect to be taught how to do
things
Employees expect manager to provide
resources for development.
How are you developing your employees? Are
you resource for them ?
Influence 10: Lack of Professional Skills
More development of professional skills on
the job
Most people work as part of a team
Manager must help employees develop skills
that improve teamwork.
Coach and Manager Role