get the most from your workplace coach - Robert Half

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GET THE MOST FROM YOUR WORKPLACE COACH INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

You can’t reach the top of your game all by yourself. Just as sporting champions benefit from the wisdom and guidance of their coaches, so can you in your working career. The tips and advice you get from managers and mentors throughout your career can help catapult you to the top of your profession. In the workplace, your manager is often your first – and most important – coach, offering feedback about your job performance that can help you refine your skills and target areas for improvement. But not all managers have the same coaching style: some are highly competitive and push for results while others take a more collaborative approach. This guide is designed to help you identify which kind of coach your boss is and how you can get the most out of your working relationship. It contains useful information about the four most common types of coaches and how to adapt to their styles. You’ll also find guidelines to help you become more “coachable” so you can stay on top of your game throughout your career.

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78%

of office workers agreed that career coaching helps their job performance

56%

agreed that their manager is an effective career coach

29%

said they received no career coaching from their direct manager

Source: a survey conducted by an independent research firm, including responses from over 6,000 office workers in 12 countries.

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WHICH TYPE OF COACH IS YOUR BOSS? INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

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Your daily interactions with your manager inevitably shape your attitude to work, as well as your professional ambitions and the pace at which your career advances. Your experiences and perceptions can be positive or negative, depending on how well you and your boss get along.

THE TOP 3 ATTRIBUTES FOR A CAREER COACH

33%

Your manager’s coaching style – and how you react to it – can play a large part in your working relationship. To help you understand your manager’s coaching style, we’ve described the four main types of coaches over the following pages. You’ll also find tips on how best to work with each type of coach.

Mutual trust and respect

35% Knowledge and expertise

13%

Here are some key traits for the different types of coach, along with some dos and don’ts to keep in mind when you’re working with each.

A positive attitude

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1. THE DEFINITIVE COACH COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

Efficiency is the name of the game for this type of coach.

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When working with this type of coach:

The definitive coach makes difficult decisions quickly and confidently. This coach cuts to the chase and tends not to engage in small talk. Expect this coach to take charge, even under pressure or deadlines, and to set high standards for the team. This coach focuses more on results than pleasantries so can sometimes come across as impersonal or demanding.

o

d

INTRODUCTION

• Keep communication brief and to the point • Align your priorities and efforts with the goals your manager is held accountable to achieving • Take risks and share your ideas confidently

HERE ARE SOME OTHER KEY QUALITIES: • Thinks commercially • Persistent • Results oriented • Highly competitive • Communicates candidly • Likes efficient processes • Sets clear expectations • Works best to a deadline or a clear goal

• Object if, midway through a project, your manager has a change of mind about the best approach d on

’t

• Take it personally if the boss doesn’t ask about your thoughts or concerns • Try to please this coach by committing to delivering things you know you can’t achieve

33%

OF EMPLOYEES WANT CLEAR DIRECTIONS ON PROJECTS

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2. THE COLLABORATIVE COACH INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

Teamwork is the winning strategy for this type of coach.

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When working with this type of coach:

The collaborative coach avoids telling others what to do and instead tries to help individuals find their own path. This coach has excellent listening skills and shares opinions only when asked. Bosses of this type shine when organising processes after roles have been clearly defined and agreed.

d

o

• Deliver results consistently and communicate often about your progress • Cooperate with team members and form partnerships • Remain positive under pressure

OTHER KEY TRAITS: • Can see “how” things will be achieved • Facilitates learning • Excellent team builder • Seeks cooperation • Sees viewpoints of others • Likes consistent productivity

• Disregard existing processes just to get things done d on

’t

• Pressure your manager to make decisions without providing facts and multiple options • Pass judgement on others’ ideas without considering all options

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3. THE PERSUADER COACH INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

“Reach for new heights” could be this coach’s motto.

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When working with this type of coach:

The persuader coach inspires employees to achieve more than they thought they were capable of and always comes up with creative ideas. This coach typically relates well to people and has a wide range of contacts. This individual tends to be great at inspiring the team, but also may sometimes take on more projects than is practical.

d

o

• Think creatively when working on new ideas or problem solving • Share your opinions and relate them to the big picture • Seek to collaborate with others and use all resources available to achieve results

HERE ARE SOME OTHER KEY QUALITIES: • High-level thinker • Builds strong relationships with colleagues • Excellent persuasive skills • Takes things as they come • Creative problem solver • May get bored easily • Tactful, strong mediator/negotiator

• Give too many details when explaining … you will bore this coach d on

’t

• Hide your career aspirations – this type wants to help you achieve them • Expect to have your hand held projects

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4. THE DIAGNOSTIC COACH INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

“Plan ahead” could be this coach’s mantra.

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When working with this type of coach:

The diagnostic coach is a steady leader who thinks systematically and has a keen eye for detail. This coach is skilled at avoiding mistakes, duplications and redundancies, and is known for the ability to ensure that everything is working at 100% capacity. Overall, this coach favours predictable, organised approaches and dislikes surprises. That’s why it’s best to give this manager as much lead time as possible when proposing changes.

d

o

• Manage your time efficiently • Accomplish what you say you will – no excuses • Provide detailed information to support your decision making

OTHER IMPORTANT QUALITIES INCLUDE:

• Make snap decisions just to meet a deadline or please someone else d on

• Logical, fact-based thinker • Wants to build strategies that will last • Excellent problem solver • Very disciplined • Manages teams by building their skills • Dots the i’s and crosses the t’s

’t

• Chit-chat too much about personal opinions when presenting ideas or giving status updates • Develop only one solution – present several possible outcomes for your manager’s consideration

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ADAPTING TO DIFFERENT COACHING STYLES INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

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Keep in mind that there is no best type of coach.

64%

While you may naturally be drawn to one style, you can learn from any of the defined types. The key is to be open-minded and responsive to your boss’s style. For example, a definitive coach might inspire you to become more efficient, while a collaborative one may teach you to take others’ opinions and viewpoints into account. Similarly, a persuasive coach may challenge you to become more creative, and a diagnostic coach might just push you to be more thorough and focused.

FASTER

Although most managers can offer some form of coaching to employees, occasionally there are some with poor intentions or an inability to impart wisdom. If your manager isn’t a capable coach, try looking for another mentor to help guide your career. Perhaps a more senior colleague or another professional contact would be willing to help you. The important thing is to find someone who can give advice and inspire you to achieve your goals.

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HIGHER

STRONGER

Are you a manager? Identify your coaching style to help you build a motivated and productive team.

SNELLER

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of employees say career coaching motivates them at work

HOGER

STERKER

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HOW TO MAKE YOURSELF MORE “COACHABLE” INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

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Great athletes don’t just have great coaches – they listen and allow themselves to be inspired by their coaches. Your coach can help you develop your skills only if you are open to this help. These tips will help you get the most from your coach or mentor.

Put your game face on. At times, your coach may give you constructive criticism. Rather than becoming defensive or resistant, be open to your coach’s observations about your strengths and weaknesses, and be willing to take the necessary corrective steps your coach recommends.

Create a game plan. To determine how best to help you, your coach needs to know what you want to accomplish. If you’re not sure yourself, ask your coach for advice to help you clarify your goals.

Leave your ego at the door. If you disagree with your coach, avoid getting into a direct conflict. Instead, politely ask your coach to explain the rationale behind a particular piece of advice. Through the resulting conversation, you and your coach can come to an alternative agreement.

Show up for practice. Complete any mentoring assignments your coach gives you, and come to meetings prepared to work. Respect your coach and remain professional.

Consult the rulebook. Don’t hesitate to ask your coach’s advice about navigating sensitive or political situations. Your coach’s storehouse of professional knowledge, wisdom and expertise can be invaluable when you’re facing challenges.

Acknowledge your coach. Regularly show how much you appreciate your manager’s interest in your professional development. Help train new joiners. As you move up in your career and become a more seasoned professional, remember the debt you owe your coach. Repay it by offering a hand to new professionals in your office. Help to coach less-experienced teammates and pass on the valuable advice and wisdom you’ve gained. This will show your coach or mentor that you understand what being a winner really means.

Huddle prior to the game. Before a big meeting or presentation, make sure you ask your coach for advice. These “meetings before the meeting” can often be a chance to pick up last-minute tips that lead to the winning outcome you want. Share this on:



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FURTHER INFORMATION AND HELPFUL LINKS INTRODUCTION

COACHING STYLES

ADAPTING TO STYLES

MAKE YOURSELF COACHABLE

There are many additional resources you can turn to on coaching styles. For further reading, visit the following websites: DiSC . . . . . . . . . . . . . . . . . . . . . . . . . .

discprofile.com

HRDQ . . . . . . . . . . . . . . . . . . . . . . . . .

hrdqstore.com

Castleton Partners . . . . . . . . . . . . . .

castletonconsulting.co.uk

Insights . . . . . . . . . . . . . . . . . . . . . . . .

insights.com

MBTI . . . . . . . . . . . . . . . . . . . . . . . . . .

myersbriggs.org

SHL Group . . . . . . . . . . . . . . . . . . . . .

shl.com

Saville Consulting . . . . . . . . . . . . . . .

savilleconsulting.com

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© 2013 Robert Half International Inc. An Equal Opportunity Employer. RH-1013-GBR-ENG

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About Robert Half Founded in 1948, Robert Half (NYSE: RHI) is the world’s first and largest specialised staffing firm. Our divisions place professionals on a temporary, interim, contract and permanent basis in the accounting and finance, technology, office administration, legal, creative, marketing and design fields. With more than 345 locations worldwide, Robert Half is dedicated to providing you highly skilled professionals whose skills are well matched to your unique hiring requirements and workplace environment. For more information about Robert Half, please visit roberthalf.com