When I teach coaching to a group of managers, I explain that coaching is most effective when the person being coached is both capable to learn and develop, and self-motivated. They are two qualities that come as “original equipment” when someone shows up to work for you. If they are missing, the person may be effective in their job, but coaching them is going to be a chore.
This naturally brings up the question: “So how many of your people would you consider to be both capable to learn and develop, and self-motivated in their work?”
When the answer comes back, it’s usually not 80/20 (that is 80 percent capable/motivated, 20% percent missing one or both). In fact, it’s usually less than 40/60.
Therein we find the problem – not of the people, but of the Leader’s standards.
It’s highly effective to place only self-motivated and capable people in appropriate roles, and not to include unmotivated or less capable people. These high standards are critical if and only if effectiveness is a top priority. Getting the right people on board – and removing the wrong people – can be a challenge.
We have many reasons for choosing or retaining people. Those reasons are not always related to strong self-motivation and capability. As Jim Collins found in Good to Great, his rigorous study of companies that sustained great performance over long periods of time, “The right people don’t need to be tightly managed or fired up; they will be self-motivated by the inner drive to produce the best results and to be part of creating something great.”
Does that sound more like your present team? Or a Dream Team?
Take this opportunity to review your standards for the people you are choosing to include, and be open to what you discover. Reviewing this regularly will continue to help you realize the outcomes you are working to achieve.
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Accountability questions:
Do you believe that your people can accomplish the tasks set before them without your direct and immediate, constant supervision? If so, analyze what your hiring process is like to capitalize on its effectiveness? If not, what is lacking in the process to make it more effective?
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