{"id":73301,"date":"2022-07-23T12:50:00","date_gmt":"2022-07-23T16:50:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=73301"},"modified":"2022-07-27T15:41:40","modified_gmt":"2022-07-27T19:41:40","slug":"coaching-your-team","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/coaching-your-team\/","title":{"rendered":"Coaching Your Work Team: Management Tips"},"content":{"rendered":"\n<p>How you can keep your work team&#8217;s performance high? What is the most effective way to coach your team?<\/p>\n\n\n\n<p>In <em>The Making of a Manager<\/em>, Julie Zhuo emphasizes the importance of <a href=\"https:\/\/www.shortform.com\/blog\/how-is-trust-earned\/\">building trust<\/a> with your team by coaching them. To do this in the best way possible, you need to demonstrate that you care and give or request feedback.<\/p>\n\n\n\n<p>Let&#8217;s look at Zhuo&#8217;s advice for coaching your team to victory.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Developing and Coaching Your Team<\/strong><\/h2>\n\n\n\n<p>You must continually coach your team to keep performance high. For coaching to be effective, Zhuo says, you must earn<strong> your team members\u2019 trust and create a safe, supportive environment for them<\/strong>.<\/p>\n\n\n\n<p>Why is trust so important? As Zhuo explains, when employees <em>don\u2019t<\/em> feel safe, they\u2019ll hesitate\u2014or avoid\u2014coming to you with problems, fearing negative repercussions. If employees struggle without your help and knowledge, they may eventually become so frustrated that they leave. Also, <a href=\"https:\/\/www.shortform.com\/blog\/small-problems\/\">small problems<\/a> often develop into bigger problems in the future if they\u2019re not addressed.&nbsp;Conversely, <strong>if employees <\/strong><strong><em>do<\/em><\/strong><strong> feel safe coming to you with problems, you can help them find solutions and prevent problems from escalating<\/strong>.<\/p>\n\n\n\n<p>So, how do you build a <a href=\"https:\/\/www.shortform.com\/blog\/foundation-of-trust\/\">foundation of trust<\/a> with your team? Zhuo makes three key recommendations: demonstrate that you care, have weekly one-on-one meetings, and give and request feedback. Let\u2019s explore each in detail.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-demonstrate-that-you-care\">Demonstrate That You Care<\/h3>\n\n\n\n<p>First, demonstrate that you <a href=\"https:\/\/www.shortform.com\/blog\/support-your-team\/\">care about your team<\/a> by relating to them on a personal level. Show them that you see them as individuals, not just faceless workers, and empathize with their struggles. Also, Zhuo says to communicate your support whether employees are performing well or struggling to meet your expectations. If they know you support them even when they\u2019re not performing their best, they\u2019re more likely to be honest with you.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: In <a href=\"https:\/\/www.shortform.com\/app\/book\/the-dichotomy-of-leadership\/1-page-summary\"><em>The Dichotomy of Leadership<\/em><\/a><em>, <\/em>Jocko Willink and <a href=\"https:\/\/www.shortform.com\/blog\/leif-babin-navy-seal\/\">Leif Babin<\/a> echo Zhuo\u2019s advice to genuinely empathize with your subordinates and support them even if they\u2019re struggling, but they also acknowledge a potential pitfall of this approach\u2014if someone on your team is dragging down the others with poor performance, <a href=\"https:\/\/www.shortform.com\/app\/book\/the-dichotomy-of-leadership\/1-page-summary#to-coach-or-to-fire\">continuing to support them unconditionally will hurt the other team members you care about<\/a> by making their jobs harder. At times, effectively supporting your team means firing one of them, which may feel like a denial of support to that worker. However, Willink and Babin argue that firing someone can be a form of personal support, as they\u2019d likely be happier in a position they\u2019re better equipped for.)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-give-and-request-feedback-often\">Give and Request Feedback Often<\/h3>\n\n\n\n<p><strong>Great managers give feedback to direct reports often<\/strong>. As positive feedback is often more motivating than negative, Zhuo recommends aiming to deliver at least 50% positive feedback.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: In <a href=\"https:\/\/shortform.com\/app\/book\/carrots-and-sticks-don-t-work\"><em>Carrots and Sticks Don\u2019t Work<\/em><\/a>, Paul Marciano agrees with Zhuo that you should deliver specific feedback often. However, he argues that <a href=\"https:\/\/shortform.com\/app\/book\/carrots-and-sticks-don-t-work\/chapter-7#actionables-for-supportive-feedback\"><em>80%<\/em> of feedback should be positive, while only 20% should be about improving performance<\/a>. Also, he recommends giving positive feedback in areas where employees have the most interest or pride\u2014if you don\u2019t know what areas are important to them, ask.)<\/p>\n\n\n\n<p>Whenever you give feedback, Zhuo says to follow these two rules:<\/p>\n\n\n\n<p><strong>1. Clarify that you intend to help them succeed<\/strong>. This helps your reports feel supported and fosters trust.<\/p>\n\n\n\n<p>(Shortform note: In <a href=\"https:\/\/shortform.com\/app\/book\/the-charisma-myth\"><em>The Charisma Myth<\/em><\/a>, Olivia Fox Cabane suggests that <a href=\"https:\/\/shortform.com\/app\/book\/the-charisma-myth\/1-page-summary#step-1-master-your-mind\">you can\u2019t just tell your team members that your intention is for them to succeed, as Zhuo recommends\u2014you have to truly feel it<\/a>. People are good at detecting insincerity via <a href=\"https:\/\/www.shortform.com\/blog\/body-language-crucial-conversations\/\">body language<\/a>, and if they think your words contradict your feelings, they\u2019ll doubt your goodwill.)<\/p>\n\n\n\n<p><strong>2. Be as detailed as you can and give examples that validate your feedback<\/strong>. This helps your reports connect your assessment to specific actions they\u2019ve taken and understand what you\u2019re looking for in the future.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: Objective evidence is important when giving feedback because <a href=\"https:\/\/shortform.com\/app\/book\/thinking-in-bets\/chapter-3#how-self-serving-bias-holds-us-back\">we all have self-serving biases<\/a>, according to Annie Duke in <a href=\"https:\/\/shortform.com\/app\/book\/thinking-in-bets\"><em>Thinking in Bets<\/em><\/a>. We tend to avoid blaming ourselves for our mistakes and see negative outcomes as beyond our control. When you present employees with specific examples of past missteps, they\u2019re more likely to overcome their self-serving biases and take your feedback seriously.)<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-two-types-of-feedback\">Two Types of Feedback<\/h4>\n\n\n\n<p>Zhuo identifies two main <a href=\"https:\/\/www.shortform.com\/blog\/effective-feedback-in-the-workplace\/\">types of feedback<\/a>. First, <strong>micro-level feedback (what Zhuo calls \u201ctask-specific feedback\u201d) relates to a specific task someone completed such as leading a meeting or conducting a financial analysis<\/strong>. Give this feedback as soon as possible, either via email or in person.&nbsp;<\/p>\n\n\n\n<p>For example: \u201cThe team-building exercise you led in yesterday\u2019s meeting was fantastic. You gave clear directions and got everyone engaged. Many people said the exercise helped them connect with their colleagues at a new level, and I have no doubt collaboration on projects will be even better going forward.\u201d<\/p>\n\n\n\n<p>Second, <strong>macro-level feedback (what Zhuo calls \u201cbehavioral feedback\u201d) relates to patterns in someone\u2019s behavior and performance<\/strong> <strong>that emerge over time<\/strong>. Give this feedback less frequently, but don\u2019t wait for official performance reviews, so that people can make adjustments sooner than later. Zhuo says it\u2019s better to deliver macro-level feedback in person so your report can ask questions and contribute their views.&nbsp;<\/p>\n\n\n\n<p>Here\u2019s an example of macro-level feedback: \u201cWhen other people are talking, you consistently interrupt them. For example, when LaTisha was sharing her financial report, you cut her off before she could finish her projections for the next quarter. This disregarded the value of her contributions and made you appear disinterested.\u201d&nbsp;<\/p>\n\n\n\n<p><strong>After you share feedback, make sure you clarify what behavior adjustments you\u2019re expecting going forward<\/strong>. For example, you might say, \u201cWhen you deliver your financial report next Tuesday, I\u2019d like you to focus on speaking more slowly and projecting your voice.\u201d Zhuo says you can also ask your report what adjustments they think are needed, which helps empower them to think creatively and take ownership of their development. For example, you could say, \u201cWhat do you plan to focus on to improve your next presentation?\u201d&nbsp;<\/p>\n\n\n\n<p>Additionally, Zhuo emphasizes that <strong>great managers don\u2019t just give feedback, they<em> request<\/em> feedback from their peers and direct reports<\/strong>. Getting feedback, Zhuo says, is the best way to constantly <a href=\"https:\/\/www.shortform.com\/blog\/improve-your-skills\/\">improve your skills<\/a> as a manager, ensuring you\u2019re doing everything you can to help your team succeed. Be sure to request both micro- and macro-level feedback, and ask people to be specific. For example, you might say: \u201cI\u2019m working on highlighting <em>strengths and opportunities<\/em> in our team rather than weaknesses. How did I do with that in today\u2019s meeting? How can I improve?\u201d No matter what people say\u2014even if you disagree\u2014thank them for sharing their thoughts so they\u2019ll be more likely to give you feedback in the future.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How you can keep your work team&#8217;s performance high? What is the most effective way to coach your team? In The Making of a Manager, Julie Zhuo emphasizes the importance of building trust with your team by coaching them. To do this in the best way possible, you need to demonstrate that you care and give or request feedback. Let&#8217;s look at Zhuo&#8217;s advice for coaching your team to victory.<\/p>\n","protected":false},"author":14,"featured_media":6327,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[695],"class_list":["post-73301","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-the-making-of-a-manager","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Coaching Your Work Team: Management Tips - Shortform Books<\/title>\n<meta name=\"description\" content=\"To make sure your team is at their very best, you need to coach them by showing you care and utilizing feedback. Check out some tips here.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Coaching Your Work Team: Management Tips\" \/>\n<meta property=\"og:description\" content=\"To make sure your team is at their very best, you need to coach them by showing you care and utilizing feedback. Check out some tips here.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/\" \/>\n<meta property=\"og:site_name\" content=\"Shortform Books\" \/>\n<meta property=\"article:published_time\" content=\"2022-07-23T16:50:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-07-27T19:41:40+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/01\/mindset-good-leader.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"782\" \/>\n\t<meta property=\"og:image:height\" content=\"484\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Katie Doll\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Katie Doll\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/\"},\"author\":{\"name\":\"Katie Doll\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/c3e1b539e89423b544ede91ab2bff937\"},\"headline\":\"Coaching Your Work Team: Management Tips\",\"datePublished\":\"2022-07-23T16:50:00+00:00\",\"dateModified\":\"2022-07-27T19:41:40+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/\"},\"wordCount\":1151,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/01\/mindset-good-leader.jpg\",\"keywords\":[\"The Making of a Manager\"],\"articleSection\":[\"Business\",\"Management\",\"Work\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/\",\"name\":\"Coaching Your Work Team: Management Tips - Shortform Books\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/coaching-your-team\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/01\/mindset-good-leader.jpg\",\"datePublished\":\"2022-07-23T16:50:00+00:00\",\"dateModified\":\"2022-07-27T19:41:40+00:00\",\"description\":\"To make sure your team is at their very best, you need to coach them by showing you care and utilizing feedback. 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