Would you change something about your leadership to make sure that your employees get better?
When I coach, I always make sure to have a good contract with the people involved in coaching.
When I say contract, it doesn’t always mean a written contract but also verbal.
Sometimes I have a client and an organisation, so I have to have a three-cornered contract and three parties involved.
You can imagine how difficult it can be to have a consensus on what the goals of the coaching are, because every party involved can have their own view on how things should be.
Some leaders believe that a coach can take their employee, teach them how to behave and make sure that they become what the leader wants and then send them back to the organisation and they will behave in a way that leader wants.
It’s not that simple.
If I compare this to a family, it would sound something like this: parents would want their child to start to behave better. I would take the child, re-educate it and then bring it back to their family.
What would happen?
Nothing really.
The child would soon start to behave in the same manner as it had before the re-education.
The lesson here is that you cannot just change one part of the organisation and the expect that everything will be better from that point on.
If you really want to make a change in your organisation and you think that some of the employees should adjust their behaviour, then you need to make a change in the whole organisation culture.
And it starts from the top.
So, when I have three-cornered contract I make sure to learn what are the goals of the organisation and then the goals of an employee and then fuse the goals.
If the goals are really different than it is necessary to have a conversation with everybody involved, so we can adjust the goals.
What do you think about that?
Would you change something about your leadership to make sure that your employees get better?
