Cathy Liska Thinking back thirty years, managers had the approach of “I am the boss so what I say goes and if you don’t like it you can leave.” This was reframed so the understanding was that clearly the manager knew the best approach, and therefore they were to be respected and obeyed. Over time this became increasingly confrontational and abrasive, so the approach evolved to “I will tell you what I think and you can tell me how you like my idea.” While softer, it failed to engage. Next came “I want your ideas and then I will decide.” While this is definitely an improvement it is still lacking. Managers across the country are now learning the approach of executive coaches.
How does a manager take the approach of the executive coach? It begins with recognizing that the people doing the work are capable and probably even have a better understanding of how to make it work. This means managers learn to empower their employees. The more the managers get input and give the employees responsibility, the higher the productivity.
Managers are now learning the approach of an executive coach and asking the employee what the possibilities are and asking the employee for their plan of action. When employees are empowered to think it through and choose their action steps, employee engagement is high, follow through is high, and productivity is high.
