In this article, I’ll share with you 4 career coaching skills for supervisors that I’m using right now to help career coaching supervisors create more rapport and trust with their employees and iron out group communication challenges across their teams.

In the project management literature, you’ll find that teams go through several phases of growth and development before team members arrive at optimum performance. It’s important to truly have the wisdom and knowledge as a coaching supervisor about the behavioral style and values of your employees so that you can identify the keys to managing and motivating your employees to further their careers.

4 Advanced Career Coaching Skills for Supervisors

The 4 key human dimensions you need to know about each of your employees for career coaching include:

How do they handle problems and challenges
How do they go about influencing other people
How do they cope with the pace of their work environment
How do they respond to policies, procedures, and rules that you and the company set

How do your employees handle problems and challenges?

As the career coaching supervisor, you’ll find two distinct ways your employees tend to approach problems and challenges:

They hit the problem or challenge over the head with a hammer. They are all about the results and they’re willing to take risks to get the goal accomplished.

They take a step back to ponder the problem, and then they develop a process or plan to overcome the problem or challenge.

Both of these behavioral styles work well depending on the situation at hand. If you need the task done quickly and done with passion, you need the first person to take charge. If the problem or challenge isn’t as urgent, the second person would be best to put in charge because they’ll tend to come up with a better long-term solution that can be repeated over and over.

How do your employees go about influencing other employees, partners, and customers?

My advice for career coaching skills for supervisors is you and your team need influencing expertise whether you’re making sales or you need to get others to perform. You’ll find that your employees will tend to have one or a combination of these 2 influencing styles.

They use personal power selfishly. They love control and freedom for themselves and they’ll go after what they want without caring how their actions might impact others in your environment.

They get work done by motivating others to take action or perform. They know to have long-term success, they need to ensure that what they get others to do also benefits everyone involved.

If your group’s mission is to care for and to show your customers love, then you’ll need your employees to have a strong social value where they’re motivated to give and nurture others.

If you’re group is all about making money, then you’ll want employees who have a strong utilitarian drive where they’re motivated to get the best return on their investment of time and money.

How do your employees cope with the pace of their work environment?

This is one of the most undervalued career coaching skills for supervisors because many career coaches don’t realize the impact the pace of change has on employee motivations.

Does your team love to deal with lots of change in a fast paced environment?
Is your team slow and methodological about handling change?

As the career supervisor, you need to discover how each of your employees react to change in your environment to maximize their performance. Structure roles and workspaces so that you take advantage of your slow paced verses fast paced team members.

Your slow paced members need to have time to adjust to change, but the benefit they bring to your team is that they’re steady, consistent, and persistent.

Whereas on the other hand, your fast paced employees love frequent change and they’re the ones that will lead change and create the excitement and passion around new projects and evolving project requirements.

How do your employees follow company policies, procedures, and rules?

Breaking the rules may be necessary at times to make the sale and get the money in the door, but you need to know who in your environment will follow the rules when you really need them to comply.

By knowing who has which one of these behavioral styles, you’ll know what to expect from them when rules need to be broken or kept.

I hope these 4 keys for managing and motivating your employees help your career coaching skills for supervisors and helps your employees develop into a high performing team.

By the way… you’re invited to claim your FREE step-by-step “Master Coach Blueprint” video toolkit. Just go HERE now to get your master coach blueprint videos.

Donald Hunter
Certified JTS Accountability And Strategy Coach

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