Carl's Coaching Tips

The Challenge and Reward of the Job

Posted on January 26, 2015


The role of manager is one of constant responsibility.  The challenges can seem never-ending and even for the experienced manager the role can be as frustrating as it is rewarding, and as discouraging as it is satisfying.  For the first-time manager, however, the role can seem downright overwhelming.

As a first-time manager you will quickly find that you are not only responsible for the results of your own work and the work of others, but also responsible to provide the focus and direction for getting those results.  You will discover that the role is more than just overseeing, but involves training, coaching, mentoring, encouraging, and guiding others to be able to perform the tasks required of them.  

In other words, the role is not one, but many.

Learning to be an effective manager is not an easy process, for some it can be disheartening, at times even painful.  The key is to strive to create, nurture and maintain a work climate where individuals can be successful at applying their talents and gifts to their duties and responsibilities.  Meeting goals and accomplishing tasks are certainly satisfying, but how much more rewarding the efforts are when you, as manager, have taken the time to strengthen the abilities of others, creating an environment that encourages improvement and growth and promotes successful, productive job performance.  The responsibility is great . . . the reward is greater.

© 2015 The Growth Group, LLC - All rights reserved.

The "Teacher" Becomes the "Learner"

Posted on January 19, 2015



It would seem strange to walk into a classroom and find the teacher sitting among the students waiting to be taught.  Why?  Because the roles of that classroom have already been established: the teacher teaches and the student learns.  And yet, the teacher had to acquire the skills necessary for the role.  The teacher had to learn.  In fact, the teacher probably continues to learn in order to remain effective.    

The role of manager is similar.  The manager, like the teacher, is responsible for training others and for providing focus and direction and must acquire the necessary skills in order to fill that role.

And so the “teacher” becomes the “learner” . . .

The very methods used to evaluate, train, and improve employee job performance can be used to evaluate and improve your own performance as manager.

·    Evaluate.  Ask yourself: What are my talents, skills and abilities, my “career enablers and accelerators?  What are my “career stallers”? 

·    Learn.  After thorough evaluation, take the steps to acquire the skills needed for particular responsibilities, and strengthen areas of shortcoming. 

·    Improve.  Use both your natural talents and newly acquired skills to work more efficiently and productively.

And so the manager becomes the motivator . . .

Nothing inspires others as quickly and as thoroughly as a living example.  Being open and willing to improving as a manager in order to meet the demands and responsibilities of the role will not only serve as a positive model for employees but will inspire them to do the same. 

© 2015 The Growth Group, LLC - All rights reserved.

Crafting Your Recognition and Reward Strategy

Posted on January 12, 2015

James and Julie are the newest employees at their company.  The two are similar in many ways.  Both are excellent workers.  Both are smart, dependable, hardworking and efficient.  When it comes to rewarding their efforts, however, the two couldn’t be more different.  Julie works hard for the opportunity for greater responsibility; she responds positively to the challenge.  James, on the other hand, finds the same ‘reward’ disconcerting, and feels as though the harder he works the more he’s given to do.

Recognition and reward are essential motivational tools.  Whether it’s a pat on the back, a word of praise, or, as in Julie’s case, an increase in responsibility, positive reinforcement gives incentive for employees to continue positive behavior and even improve job performance.  The problem is, not everyone is motivated by the same rewards. 

To craft an effective reward and recognition strategy you may want to consider the following steps:

·    Observe the employee  

·    Identify potential motivators

·    Reinforce desired behaviors using the identified motivators

Because behavior is conditioned by the feedback that follows it, positive recognition and rewards tend to reinforce behavior while negative or nonexistent rewards tend to extinguish behavior.  That’s why it’s important to craft a reinforcement strategy that is as unique and sometimes as varied as the individuals themselves so that you are able to effectively encourage and motivate positive, productive performance rather than unwittingly discourage.  Reward and recognition are just another way you as a manager can “coach” your team to greater success! 

© 2015 The Growth Group, LLC - All rights reserved.

Do You Know How Engaged Your Employees Are . . . And Why That Matters?

Posted on December 30, 2014

Gallup’s 2013 State of the American Workplace, Employee Engagement Insights for U.S. Business Leaders reports, “engaged employees are the lifeblood of their organizations.”

Gallup found that the manner in which managers interact with employees was the major determinant of employee engagement.  “…Managers who focus on their employees’ strengths practically eliminated active disengagement…”

Managers who actively found ways to connect with each employee’s needs and expectations had more engaged employees.

Are you engaged in the process of enhancing your employee’s level of engagement?

© 2014 The Growth Group, LLC - All rights reserved.

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