3 - Provide strengths-based coaching
Too many managers harp on weaknesses or problems that their staff need to fix. Try emphasizing strengths and what’s working. I once coached a manager who was highly respected but also feared by her team because she was very quick to identify things that needed improving. We shifted her default from pointing out what people were doing wrong to highlighting what she appreciated and what was going well. Everyone’s performance improved, and her directs were more forthcoming with ideas and questions.
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