Thinking back thirty years, managers had the approach of \u201cI am the boss so what I say goes and if you don\u2019t like it you can leave.\u201d\u00a0 This was reframed so the understanding was that clearly the manager knew the best approach, and therefore they were to be respected and obeyed.\u00a0 Over time this became increasingly confrontational and abrasive, so the approach evolved to \u201cI will tell you what I think and you can tell me how you like my idea.\u201d\u00a0 While softer, it failed to engage.\u00a0 Next came \u201cI want your ideas and then I will decide.\u201d\u00a0 While this is definitely an improvement it is still lacking.\u00a0 Managers across the country are now learning the approach of executive coaches.<\/p>\n
How does a manager take the approach of the executive coach?\u00a0 It begins with recognizing that the people doing the work are capable and probably even have a better understanding of how to make it work.\u00a0 This means managers learn to empower their employees.\u00a0 The more the managers get input and give the employees responsibility, the higher the productivity.<\/p>\n
Managers are now learning the approach of an executive coach and asking the employee what the possibilities are and asking the employee for their plan of action.\u00a0 When employees are empowered to think it through and choose their action steps, employee engagement is high, follow through is high, and productivity is high.<\/p>\n","protected":false},"excerpt":{"rendered":"
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