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The job of most managers involves interacting with people – often more than 90% of their time. What managers need to learn has not changed; it has always been and will always be the ability to engage people.
A constructive appraisal meeting is one in which your employee does most of the talking. If the manager or supervisor is talking all the time, this means they are not asking the right questions to get the employee talking. See my Blog on ‘How to ask the right Coaching Questions’. They need to keep reminding themselves that the employee has to be given the stage to talk about their personal development and any concerns they might have.
When taking on a new person, recruit for talent and not just experience and education. I know this is easier said than done because it puts a real onus on the Interviewer to ‘listen carefully’ and ‘question skilfully.’ The average person brings to the job SKILLS and these skills are the “how to” of the role. They are the capabilities that can be transferred from one person to another i.e. Microsoft Office skills; Accountancy Skills, Warehousing, Nurses safe administration of medication, etc. The best way to learn any skill is to practice and practice (can be learned).
The ability to ask effective coaching questions is a core skill of a professional manager. So what are the qualities of good coaching questions? How can we create a framework in which an employee can unblock the thinking that is preventing them from reaching their potential and achieving their business goals?