What are the key skills and competencies of an effective people management coach?
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One of the most important skills of a people management coach is listening. Listening is not just hearing what the manager says, but also understanding what they mean, what they feel, and what they need. Listening involves paying attention to the verbal and non-verbal cues, asking open-ended questions, summarizing and reflecting back, and avoiding interruptions and judgments. Listening helps you to establish rapport, show empathy, and identify the manager's strengths, challenges, and goals.
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Listening to respond is probably the number one habit that mangers and leaders navigate daily. It is easy to want to problem solve and jump into fix it mode. The best way to listen is to digest what you are hearing and to experience that moment with all of your senses, pause, reflect, be curious and then follow-up with a question that will lead you into deeper understanding about the matter at hand.
Another essential skill of a people management coach is coaching. Coaching is not telling the manager what to do, but rather helping them discover their own solutions, insights, and actions. Coaching involves using a structured framework, such as the GROW model, to guide the manager through the stages of goal setting, reality checking, exploring options, and committing to actions. Coaching also involves using various techniques, such as powerful questions, active listening, feedback, reframing, and challenging, to facilitate the manager's learning and growth.
A third key skill of a people management coach is communication. Communication is not just delivering information, but also creating understanding, engagement, and influence. Communication involves using clear, concise, and respectful language, adapting to the manager's style and preferences, using positive and constructive feedback, and providing recognition and encouragement. Communication also involves using non-verbal communication, such as eye contact, gestures, and tone of voice, to convey confidence, trust, and rapport.
A fourth key competency of a people management coach is emotional intelligence. Emotional intelligence is the ability to recognize, understand, and manage your own and others' emotions. Emotional intelligence involves being self-aware, self-regulated, empathetic, and socially skilled. Emotional intelligence helps you to build trust, rapport, and credibility with the manager, to handle difficult situations and emotions, to motivate and inspire the manager, and to foster a positive and supportive coaching relationship.
A fifth key competency of a people management coach is leadership. Leadership is the ability to inspire, influence, and empower others to achieve a common vision and purpose. Leadership involves having a clear and compelling vision, being confident and authentic, being flexible and adaptable, being collaborative and supportive, and being accountable and responsible. Leadership helps you to model the behaviors and attitudes that you expect from the manager, to challenge and support the manager to grow and develop, and to celebrate and acknowledge the manager's achievements and progress.
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Here's my view with the acronym below; C- Communication skill O- Open minded A- Active listener C- Compassionate H- Handling difficult situations. A People Management Coach should posses atleast minimum of the listed skills above.
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Compassion and empathy go a long way in building a strong bond with your associates. The more you know about your team and share in their Joy's and sorrows, the more loyalty and team work results.
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