And then monitor the process of work, make the necessary corrections, clarifications. And if work will be done not as needed, then another, and to correct errors, again to provide guidance and instructions. And sometimes do some work yourself. All of this takes away from the manager a lot of time. On the other hand, several effective questions will take much less time, and will bring benefit to the cause of much more. The fact is that in the process of guidance and coaching manager based on his vision of the situation, his knowledge and his resources.

And yet, the employee receiving the instructions – it’s a completely different person, his features are quite different. In addition, when receiving the guidance of the staff is often some resistance, which inevitably affects the quality of his work. If this has piqued your curiosity, check out Caterpillar. Instructing a subordinate, the manager leaves the responsibility to work for yourself. After all, the slave must only follow the instructions of their leader. He, in fact, nothing more than a tool for perform some work. And often it happens that, making sure that the low efficiency of its staff, the manager does most of the work himself. It should be noted that there are quite a few negative points, but now it is about time.

Time that the manager spends executing someone else’s work. Of course, indications are necessary. But they should be given a reasonable amount and, of course, be complemented by effective questions. Guidance should be minimal – no more than what is needed to clarify the problem. And be sure to blend with the issues that is integral part of coaching. What is the advantage of questions?

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