Management Coaching to Improve Relationships with Work Associates

Executive Coaching to Develop Relationships With Work Associates

Work associates are individuals who've gathered together for one common goal; work. In reality, working relationships are much more external than those with relatives or friends; and the issues of rank and power that can be found in the business world can restrain relationships and communications. When the boss or department manager chooses not to take the time to communicate with the staff, they can misinterpret those actions or lack thereof as negative feedback. As a result, staff members can often become reluctant or scared to even have a conversation with their department manager. But with the correct management coaching, beneficial lines of communication can be established between managers and their work associates. The following discusses potential workplace management issues and provides management coaching recommendations in more detail.

1. Associates assume the best way to build strong relationships with their managers is by looking the other way and not saying anything, even if there is a glaring problem.

Management coaching suggestion #1

While it might be the easy way to stay away from conflict, you may never resolve arguments if the fact that they exist isn't acknowledged. Always letting problems slide will only cause employees to build bitterness toward the manager or supervisor. It isn't necessary to go to the extreme and boldly challenge your manager or supervisor. Just be sure you have presented the issue to the manager so that he or she knows about the problem. Once your supervisor and you are able to understand the problem from the other person's perspective, you can decide on a resolution that is fair and reasonable. Additionally, rather than being irritated or angry, you will develop a great deal more respect for each other due to a concern that is shared. Strategic thinking is critical for every supervisor to establish a healthy environment for those who work for them.

2. Some managers or supervisors see opportunities to coach but put it low on priority.

Management coaching suggestion #2

A manager or supervisor who puts feedback on the back burner will never have the opportunity to communicate with those who work for them. As human nature dictates, we procrastinate because of the fear of dealing with or the ramifications of a delicate issue. Instead, as managers we will fill up our time at work with other responsibilities that help validate the delays. A manager may feel inadequate counseling, or uncomfortable to approach their employees, but the ability to use performance coaching with work associates produces a strong, sincere network of communication in the workplace.

3. Managers ignore failings of their own while pointing out the inadequacies of others.

Management coaching suggestion #3

Supervisors or managers are supposed to be the experts in the work place and they need to apply good strategic planning steps. They have the authority to address a situation if improvement or change is needed. And yet, because they are so wrapped up in the issues, they may opt for their own judgment because of a wider knowledge or more work experience than those that are employed under them. This tendency toward self-bias is not limited to managers but to people overall. People are naturally inclined to prefer their own judgment instead of somebody elses. They quickly call attention to failings in somebody else but fail to see those exact same flaws in themselves. Constructive criticism is a professional, popular approach to chastise co-workers. Yet, shared feedback given in an impartial and open manner that doesn't attack, improves consideration and appreciation for both parties.

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Stephanie Tuia is a content writer for www.cmoe.com. For additional information regarding CMOE's almost three decades of executive coaching study and experience, visit today!

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