Did you know?
- Only 21% of workers feel engaged at work
- Disengaged workers cost U.S. companies $300 billion a year
- 70% of what determines a workplace culture is set by the leader
Yesterday, Rypple hosted a Leadership Webinar Series with master coaches from the Teleos Leadership Institute — the second in a three-part series on coaching. Suzanne Rotondo and Gretchen Schmelzer shared their insights on how leaders that become “coaching managers” are able to influence culture and impact business results.
They also shared six factors that influence workplace climate and drive engagement at work:
1. Clarity
Clarity happens when people in the organization know what is expected of them. Be weary of the common mistake of assuming that people already know. You can’t be sure your people are working on the right things unless you check in regularly.
2. Standards
Set challenging but attainable goals for your people, and support them as they work toward attaining them.
For a coaching manager, a powerful developmental goal is one that meets the organization’s needs AND also serves the desires of the employee. Your role in supporting those goals will go a long way to creating an ideal climate for engagement and results.
3. Responsibility
Does your team have authority and a span of control? Here’s a quick check for you: If you were to step out of the picture entirely, could your team take responsibility for getting things done without twisting arms or getting into a huge bureaucratic mess? Give your team the authority to do their job with the knowledge that you trust them and have their back. Don’t micro-manage tasks — micro-manage relationships.
4. Flexibility
Get rid of unnecessary bureaucracy. By making it easy for your team to get their job done, you become more empathic and you start to open the doors for flexible thinking, creativity and innovation.
5. Rewards and Recognition
Recognize your people for doing great work — and encourage those on your team to recognize one another.
6. Team Commitment
We spend more time at work than anywhere else – and people want to feel proud of where they are putting in their time.
To encourage team commitment, coaching managers need to support relationships to influence even more powerful team outcomes. Often managers give feedback to the individual but it’s also important to give feedback to the team.
To watch the webinar video, click here.
Click here to watch the Coaching with Compassion webinar (Part 1).
