Career Coaching

There is so much great stuff to share from the last segment of our Coaching for a Promotion show that it would be impossible to do it one entry!

We started out with some great information from Management Issues Magazine. We then moved into a conversation about coaching from two perspectives – as a skill newly promoted managers can use when coaching employees, and also as guidance that external coaches are providing to help people land promotions.

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As a skill, we talked about the impact of coaching on attitude. Anne Loehr, author of A Manager’s Guide to Coaching: Simple and Effective Ways to Get the Best out of Your Employees,” discussed a model she uses with managers known as the 3-A model (Aptitude, Attitude, and Available Resources.)

Anne defined attitude as drive and focus, and stressed the importance of having newly promoted managers engage employees – even if it’s just via a series of five minute conversations – to generate excitement and ensure alignment. She emphasized that it’s about having effective coaching conversations with employees that focus on the drive, the know-how, and commitment of their team.

As far as the work external coaches are doing, I felt Jane Cranston was “right on” with many of her comments as well. We discussed the role of an external coach as a facilitator, helping newly promoted individuals increase self awareness, continue growing, and providing a sounding board to them in their new role – which can often involve helping someone navigate outside his or her comfort zone.

A lot can change once you a land new role, and being uncomfortable is natural.

Make sure to check out the Insight on Coaching podcast for more tips and tricks about how to manage and prepare for your next promotion!

All the best,

Tom Floyd
CEO
IEC: Insight Educational Consulting 
Specializing in Management Consulting, Change Management, Workforce Performance, and Employee Development