The Coach - Leader Mindset: Embrace STEER For an 'A' Team

Although the precise origins of the STEER model are uncertain, its frequently credited to Colin Pidd. I consider it one of the most effective and user-friendly tools for managers to use in coaching their employees. Due to its adaptability and practicality, I'd like to share this tool with you this week.

WHAT IS STEER?

Steer stands for

S SPOT

Spot opportunities. As a leader you are on the lookout on what is happening in your organization, department, section etc. In the process you may spot opportunities for addressing challenges or improving the operations and or service. For instance, a Head Chef may notice there are delays in meals being served or a backlog in the kitchen. Similarly, a Finance Director, may notice that while financial figures are being provided to the board, they lack sufficient information for decision making. That is an opportunity spotted.

T TAILOR:

A one- size- fits- all approach in coaching does not work. Tailor-make your approach to coaching for the particular person, team or situation. While some circumstances may require a demonstration from you, others may require a role playof the task and for some a lecture or lesson may be sufficient. For example, the Head driver cannot coach a driver to drive properly by lecturing them and may need to demonstrate that. Similarly, the FD coaching her finance manager how to effectively present financials may need the manager to role play an effective presentation to master it.

E EXLAIN

I find explaining the What, Why and How very effective in getting people to understand the logic and putting things into perspective. The focus should be on letting the employee state his/her own ideas for the solution. For instance in explaining how to serve wine in a particular manner, it helps the waiter appreciate why it is done the way it is done because the employee may never have experienced what the client goes through. For waiters to have a better appreciation, asking them to role play the client and waiter position may be a powerful way of coaching the skills needed.

E ENCOURAGE.

As you observe the employee perform the task in a practice session, give positive feedback and suggest areas for improvement, e.g. " that's it Tom', " Well done there." " Keep it up," Yes Peter," or ask "what else Elsy? or "Remember to fry your onions first, Lisa" etc.

R REVIEW:

Lastly, review the performance of the practice with the employee or team. Ask probing questions e.g. " What went well? What else could she have done? " What happened there, why did he spill the wine? " What can you improve on? " How does it feel doing it right." or " What did you say that annoyed the customer, Ben?" etc.

So, leaders and managers. S.T.E.E. R. your teams to greater success. These simple and yet powerful steps are applicable no matter the position or how senior or junior the employee is. The chairman of the board for instance may notice his/her CEO struggling with one aspect of his/ her job and can steer them to the right way of doing it. Try this, during the week and share your experiences in coaching your employees/ teams.

About the author: Brian Maphosa

Brian is a senior HR Practitioner and Executive Leadership Coach certified by the world's two leading coaching giants, Marshall Goldsmith and Global Coach Group. He is a GLA360o Assessor and can work with leaders from anywhere globally. Brian is the founder and Managing Consultant for Human Performance Solutions a boutique HR consulting firm. He is an international faculty for the Haggai Institute in Singapore and Hawaii where he regularly trains leaders from Africa, Latin America, Asia, the Middle East and India. Brian sits on the boards of Celebration Ministries International, AT Telecoms and AT Power and is an avid learner of executive coaching. To contact Brian, CLICK HERE #executives #leadershipdevelopment #growth#techstartup #leaders #leadershipmatter #eo #executivecoach #timemanagement #personaleffectiveness