Over the past few weeks, we’ve been referencing a recent Gallup study about the decline in global manager engagement. Their study found that the key to creating engaged managers (which in turn creates engaged employees!), is that company executives must invest time and money in training, educating, and coaching their managers.

So far, we’ve covered:

Today, we’re talking about the important role that coaching and mentoring can play in the wellbeing of your managers.

We’ve found that combining internal mentoring with external coaching can offer managers comprehensive and balanced support. 

Internal Mentoring

  • When you create a mentoring program, you’ll be more successful in creating engaged, motivated, and skilled leaders.
  • With an internal mentor, managers will have someone “in their corner” who can advocate for their career development and advancement, introduce them to new networks, and share knowledge about navigating within the organization.
  • Mentoring can enhance manager satisfaction and success, and strengthen the team and organizational culture.
  • Some examples of mentoring programs include:
    • Peer-to-peer or senior-to-entry
    • Siloed within departments or across all departments
    • Ongoing or for a limited duration
    • Groups or 1:1
    • Mandatory or at-will
  • If you’re interested in learning about some successful mentoring programs, click here: Successful Mentoring Programs.

External Coaching

  • In our work, we know that external coaching can provide managers with someone who is an objective advocate for their success and a support for them in their personal and professional wellbeing.
  • We work together to identify their strengths, passions, challenges, and definitions for success. Then, we support them in their success, by coaching them on various frameworks and topics, like:
    • The Leader in You® (reciprocal influence, pausing, reflecting, and acting with power)
    • Psychological safety
    • Career mapping (for them and their employees)
    • Leading through uncertainty
    • Engaging and motivating employees
    • Working with messy behaviors
    • Creating individual, team, and organizational success
    • Work-life balance
  • With coaching, leaders learn the skills to decrease their reactivity and respond with curiosity and openness. They discover which questions to ask to gain deeper insight into themselves and the people they’re trying to lead, and they’ll understand the actions to take to keep moving forward toward success.
  • Whether you’ve got seasoned leaders or new managers, leadership and executive coaching is a powerful way to deepen their ability to inspire, enhance their skills, and drive day-to-day results.
  • If you’d like to learn more about what coaching for your managers could look like, contact us today.

As you can see from this series of posts, creating better manager engagement means investing in a combination of mentoring and coaching, training in their role and responsibilities, and education in leadership best practices.

Whether you’re an owner, executive, or company leader, consider what it would look like to lean in and support your managers. It will be time and money well spent.

Let us know how it goes! 

If you’d like support
creating an engagement plan
for your managers,
contact us today.