By Rick Huber, PhD
UW-Madison Engineering Professional Development Instructor
Why should you worry about coaching others to do their job, some of whom don’t even report to you? After all, you already feel stretched thin and like your work-life balance is out of whack. Let’s think about this dilemma for a moment. After decades of technology and process improvements, product and service quality that meet or exceed customer expectations are absolutely imperative. Going forward, the competence and commitment of employees are the real differentiators in a globally competitive marketplace. If you’re thinking, “That’s obvious. Of course, having talented employees is a must, but what about my full time job and my quality of life?” The following are a couple alternatives that may help you address this leadership dilemma.
Option 1: Only Hire Winners. In others words, if you don’t have the time for or want grow the skills of existing employees, hire people that have already demonstrated the skills you’re seeking. Realize that you’ll need to be ready to pay top dollar and then hope that they stick around when the next recruiter calls. Plus, you’ll probably need to spend some time rationalizing with your current employees as to why they’re not winning material. Definitely a quick fix, but over time this option may be really tough on team morale and development.
Option 2: Grow Your Own Talent. This alternative requires a leader skilled in coaching and mentoring others. It also requires workers who want to develop to his/her optimal potential on the job. This collaborative approach is based on the belief that a “Win-Win” partnership between a leader and an individual is the best way to grow the talent of others. It also recognizes that individuals want to be more autonomous and self-reliant. In the long run, this option is likely to build an individual’s self-confidence and self-motivation along with their skill set. Thus, it develops self-directed employees that save the leader’s time. Alas, you ask, “Given, I absolutely have Net Zero time to address my leadership dilemma, where do I begin?”
The Dilemma’s Solution: Fortunately, there’s a proven solution to your time-constrained dilemma that has been applied by technical leaders on a global basis for more than 35 years. It applies the Situational Leadership®II approach developed by Dr. Ken Blanchard and others. It includes developing the following three leader skills: setting SMART (specific, measurable, achievable, relevant, and time-based) goals; diagnosing an individual’s demonstrated competence and commitment; and, then providing just the right amount of direction and support needed for a given situation. This matching of a leader’s efforts to an individual’s specific needs results in rapidly building competence to perform job tasks and commitment to organizational goals. Best of all, it’s a leadership approach that’s easy for everyone involved to understand, implement and sustain.
If you’re interested in learning how to master these time and energy saving leader skills, check out EPD’s next Coaching and Mentoring for Technical Leaders, November 13-14, 2014, in Madison, Wisconsin.
For more information, contact:
Thomas W. Smith