STOP & GO!

In my personal view, the most daunting task in the workplace is developing individuals. From my own experience, I find it simpler and more efficient to rectify a disorganized AdWords Account, develop it, and make it generate leads. Or maybe swiftly arrange a meeting with a potential partner who has a negative experience with Lead Gen or Digital Marketing and transform their perception into a positive one.

However, working with an employee who has been misinformed, lacked proper guidance, or left their previous job believing there was a deliberate plot to oust them is much more challenging.

It may seem intricate, but it's actually quite simple! We continuously come across and use phrases like knowing when to be a leader versus when to be a manager. Interestingly, if executed effectively and seamlessly, you transform yourself into a coach and a mentor. And it all comes down to why and how it's too important and it's a big of a challenge.

Why;

• Simply, because an employee's career progress and also life progress are defined by what they learn from leaders/managers.
• A leader/manager's career progress is only unlocked by preparing the next "YOU" or even better - I of course mean in skills and efficiency.
• An Organization's growth is determined by how effectively those employees are being developed and invested in.

How;

• Coach your people! - skill transfer by demonstrating how to do the required, how to overcome an obstacle, or it could be as little as teaching a junior how to perform a "Google Search" or navigate "Youtube"! - How to validate a record or a source of info.
• I'm a firm believer in getting my hands dirty and doing work myself, so demonstrate, demonstrate, and demonstrate!
• Coach, coach & coach!

Back in the day, I was employed by Sutherland Global Services for AT&T's Southwest Account. AT&T is the largest telecommunications company in the United States. Their coaches created a training program called Managers Academy that focused on teaching managers how to coach their agents and foster their growth. ?

After carefully considering my perspective, the focus shifted to determining whether a team lacks either the necessary skills or motivation (Will vs. Skill). One of their most effective strategies for addressing this issue is through a coaching technique known as Stop & Go sessions. The concept behind it is quite straightforward: once an employee has received training, they require dedicated practice time. While some individuals grasp concepts quickly, others may progress at a slower pace and require additional support from us. The possibilities are vast in terms of how we can provide this type of coaching. Here are the steps you can follow to implement it effectively:

1. Schedule a call with your employee.
2. Observe and closely monitor their execution of tasks.
3. Verify that they comprehend each step thoroughly rather than simply memorizing them.

By following these steps, you will ensure that your employees receive the guidance and reinforcement needed to enhance their performance and achieve success in their roles. ?

Results:

• If you encounter individuals who are struggling, it could indicate a gap in their skills. Your role as a coach is to bridge that gap by providing guidance and teaching them. By doing so, you not only help them improve but also gain their trust and belief in your abilities.
• On the other hand, if someone is not showing any signs of improvement, it might be due to a lack of willpower or motivation. In such cases, it's essential to closely monitor them and identify the underlying cause for their lack of progress. Once you determine what's holding them back, you can reset expectations and step in as a super coach.
• For those individuals who continue to display a lack of willpower, hold them accountable for their actions and develop action plans with clear objectives. It's important to document coaching sessions along with publicly recognizing those who have achieved success – everyone appreciates recognition!

Now let me share some interesting facts about my journey: Back in 2011 when I started out as an acting floor walker assisting agents with various tasks and escalations, I had to put up quite a fight just to establish myself in that role. It was through perseverance that I finally earned my first promotion after 8 years of starting my professional career.

Adding another twist of fate into the mix - I unexpectedly found myself selected as a team manager only after two months of earning my SME official promotion that I fought for so hard.

I must give a shoutout to Moustafa Essa For believing in my set of skills and sharing a pro tip that money can never buy! - This tip opened a portal for awesome learning "Beyond the Horizon"

Leaders and Managers, it is crucial to recognize the immense responsibility we have in developing our employees. These individuals will eventually take on their own responsibilities and contribute to the ongoing cycle of growth. Let's ensure that we guide them in the right direction so that they can excel in their roles and continue this positive momentum.

Finally, yet importantly – new hires should never give up on pursuing growth and success! - Remember this;

When you hang around the barbershop long enough, sooner or later you will get a haircut" - So never give up because you'll catch a break!