Traits To Look For When Hiring A Manager/Coach- Part 1
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Here are traits to look for when hiring a manager/coach:
1. Good Managers Like to Manage People
A good manager/coach cannot be a good manager if he/she is unable to motivate people to get the job done on an ongoing and consistent basis. Managers/Coaches who generally like people are better able to give people the benefit of the doubt while still holding them accountable.
This encourages those who work for them to be more open to feedback and change because they can feel their manager /coach is trying to elevate them, not cut them down
This does not mean a manager/coach is weak or a push over. You do not want a manager/coach who likes people at the cost of getting the job done. However, by coming from a place of liking people generally a good manager/coach starts each day and every conversation by valuing the person with whom he/she is working, which in turn can motivate others to want to meet the expectations of their manager.
If you are looking for someone with coaching potential look for people who are involved in people connected activities in their workplaces or in their communities.
People who volunteer (not just with children or youth, but with adults), join committees, have acted as mentors or are part of organizations including professional organizations may be more inclined to enjoy coaching people.
2. Good Manager/Coaches Are Not Easily Rattled By Annoyance
The ability to tolerate other people’s nuances can be a useful trait in a good manager/coach.
A coach looks to provide feedback, often incrementally and frequently on the go, which leads to potential changes. While listening to questionable information or conflicts between people a good manager/coach is able to cut through emotions and focus on the issues at hand.
This is what allows them to remain objective when emotions and frustrations are involved. They do not focus on their annoyance but instead on working with people to address the issues. These people are often good at ‘holding their tongue’ while listening and then offering suggestions for problem solving.
Look for people who have a history of managing their emotional reactions, avoid personal clashes and remain objective during disagreements.
Ask candidates how they would address an employee who was not 100% accurate in providing information or how they would deal with a co-worker who has an annoying habit such as showing up late or handing in work late, talking to much and so on.
See if the candidate focuses on his/her own reaction and annoyance or on how he/she would solve the problem and move forward.
Know What Makes A Good Manager/Coach
It is not always easy spotting a great manager/coach and sometimes it is something you need to encourage and cultivate in a good manager. The ability to take on the role of a coach now and then can be an important element of your manager’s success. Next time you hire consider adding coaching to the job description of manager /coach.
In part 2 we’ll cover three more Manager/Coach Traits
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