Get the Most From Your Workplace Coach

7/29/2019 Get the Most From Your Workplace Coach

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You cant reach the top o your game all by yoursel. Just as

sporting champions beneft rom the wisdom and guidance o

their coaches, so can you in your working career. The tips and

advice you get rom managers and mentors throughout your

career can help catapult you to the top o your proession.

In the workplace, your manager is oten your rst and most important

coach, oering eedback about your job perormance that can help you rene

your skills and target areas or improvement. But not all managers have the

same coaching style: some are highly competitive and push or results while

others take a more collaborative approach.

This guide is designed to help you identiy which kind o coach your boss is

and how you can get the most out o your working relationship. It contains

useul inormation about the our most common types o coaches and how

to adapt to their styles. Youll also nd guidelines to help you become more

coachable so you can stay on top o your game throughout your career.

GET THE MOST FROM

YOUR WORKPLACE COACH

o ofce workers agreed that career

coaching helps their job perormance

said they received no career coaching

rom their direct manager

agreed that their manager is

an eective career coach

78%

56%

29%

Source: a survey conducted by an independent research rm, including responses rom over

6,000 oce workers in 12 countries.

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INTRODUCTION COACHIN G STYLES ADAPTING TO STYLES MAKE YOURSELF COACHABLE MORE INFORMATION

Next
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WHICH TYPE OF COACH

IS YOUR BOSS?

Your daily interactions with your manager inevitably shape

your attitude to work, as well as your proessional 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.

Your managers coaching style and how you react to it can play

a large part in your working relationship. To help you understand your

managers coaching style, weve described the our main types o

coaches over the ollowing pages. Youll also nd tips on how best

to work with each type o coach.

Here are some key traits or the dierent types o coach, along with

some dos and donts to keep in mind when youre working with each.

roberthal.com/career-coachingBack Next


33%Mutual trust

and respect

35%Knowledge

and expertise

13%A positive attitude

THE TOP 3

ATTRIBUTES FOR

A CAREER COACH
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The denitive coach makes dicult decisions quickly and condently.

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 or the team. This coach ocuses more on results than pleasantriesso can sometimes come across as impersonal or demanding.

33% OF EMPLOYEES WANT CLEAR DI RECTIONS ON PROJECTS

1. THE DEFINITIVE COACH

Efciency is the name o the game or this type o coach.

Thinks commercially

Persistent

Results oriented

Highly competitive

Communicates candidly

Likes efcient processes

Sets clear expectations

Works best to a deadline or a clear goal

HERE ARE SOM E OTHER KEY QUALITIES:

When working with this type o coach:

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 condently

Object if, midway through a project, your manager has

a change o mind about the best approach

Take it personally if the boss doesnt ask about your

thoughts or concerns

Try to please this coach by committing to delivering

things you know you cant achieve



don

t

do


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The collaborative coach avoids telling others what to do and instead tries

to help individuals nd their own path. This coach has excellent listening

skills and shares opinions only when asked. Bosses o this type shine when

organising processes ater roles have been clearly dened and agreed.

Teamwork is the winning strategy or this type o coach.

2. THE COLLABORATIVE COACH

Can see how things will be achieved

Facilitates learning

Excellent team builder

Seeks cooperation

Sees viewpoints of others

Likes consistent productivity

OTHER KEY TRAITS:


Deliver results consistently and communicate often

about your progress

Cooperate with team members and form partnerships

Remain positive under pressure

Disregard existing processes just to get things done

Pressure your manager to make decisions without

providing acts and multiple options

Pass judgement on others ideas without considering

all options



don

t

do


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The persuader coach inspires employees to achieve more than they thought

they were capable o and always comes up with creative ideas. This coach

typically relates well to people and has a wide range o contacts. This

individual tends to be great at inspiring the team, but also may sometimestake on more projects than is practical.

Reach or new heights could be this coachs motto.

3. THE PERSUADER COACH

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

HERE ARE SOM E OTHER KEY QUALITIES:


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

Give too many details when explaining you will bore this

coach

Hide your career aspirations this type wants to help you

achieve them

Expect to have your hand held projects



don

t

do


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The diagnostic coach is a steady leader who thinks systematically and has

a keen eye or detail. This coach is skilled at avoiding mistakes, duplications

and redundancies, and is known or the ability to ensure that everything is

working at 100% capacity. Overall, this coach favours predictable, organisedapproaches and dislikes surprises. Thats why its best to give this manager

as much lead time as possible when proposing changes.

Plan ahead could be this coachs mantra.

4. THE DIAGNOSTIC COACH

Logical, fact-based thinker

Wants to build strategies that will last

Excellent problem solver

Very disciplined

Manages teams by building their skills Dots the is and crosses the ts

OTHER IMPORTANT QUALITIES INCLUDE:


Manage your time efciently

Accomplish what you say you will no excuses

Provide detailed information to support your

decision making

Make snap decisions just to meet a deadline

or please someone else

Chit-chat too much about personal opinions when

presenting ideas or giving status updates

Develop only one solution present several possible

outcomes or your managers consideration



don

t

do


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

While you may naturally be drawn to one style, you can learn from any

of the dened types. The key is to be open-minded and responsive to

your bosss style.

For example, a denitive coach might inspire you to become more

ecient, 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 ocused.

Although most managers can offer some form of coaching to employees,

occasionally there are some with poor intentions or an inability to impart

wisdom. I your manager isnt a capable coach, try looking or another mentor

to help guide your career. Perhaps a more senior colleague or another

proessional contact would be willing to help you. The important thing is to

nd someone who can give advice and inspire you to achieve your goals.

ADAPTING TO DIFFERENT

COACHING STYLES


TAKE THE QUIZ Are you a manager? Identiy your coaching style tohelp you build a motivated and productive team.


o employees say career coaching motivates them at work68%

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2012 Robert Half. An Equal Opportunity Employer.

FURTHER INFORMATION

AND HELPFUL LINKS

About Robert Hal

Founded in 1948, Robert Half International (NYSE: RHI) is the worlds rst and

largest specialised stafng rm. Our divisions place professionals on a temporary,

interim, contract and permanent basis in the accounting and nance, technology,

ofce administration, legal, creative, marketing and design elds. With more than350 locations worldwide, Robert Half is dedicated to providing you highly skilled

proessionals whose skills are well matched to your unique hiring requirements

and workplace environment.

For more information about Robert Half, please visit roberthalf.com

There are many additional resources you can turn

to on coaching styles. For urther reading, visit the

ollowing websites:

DiSC . . . . . . . . . . . . . . . . . . . . . . . . . . discprole.comHRDQ . . . . . . . . . . . . . . . . . . . . . . . . . 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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Get the Most From Your Workplace Coach