Managing Vs. Coaching – Achieving the Right Balance

Successful companies have successful managers, and successful managers know how to balance managerial duties with coaching and praise managing-vs-coaching-balance-businessman-and-teamtechniques for their teams. Managers are necessary for organizing and facilitating employee productivity, making it possible for their work staff to succeed without impediment; yet sometimes, a real business leader must also take on the qualities of coach to ensure their team achieves what it should.

Basic managerial traditional duties

Regardless of industry, all managers have certain basic traditional duties. Some of these include managing employee schedules, assigning tasks, making sure shifts are adequately covered and ensuring customer satisfaction. Managers are also responsible for making sure their teams meet deadlines, company sales goals, while also handling crises within the company and between employees. They are responsible for keeping their eye on the bottom line, overseeing a portion of accounting and banking duties, and foreseeing any problems that may arise so as to get ahead of them.

Basic coaching duties

While managerial duties involve overseeing the employees and production, coaching duties are more along the lines of developing goals and ways to achieve them. In the coaching role, managers will strategize to find the best way to achieve success, then they will work with the employees, offering advice and maybe even incentives to make sure the goals are obtained. Employees are encouraged and motivated to succeed, which also leads to the company’s ultimate success. As a coach will guide his or her players in a sport’s league and offer praise and encouragement, a managerial coach will do the same with their team of employees.

The importance of having both managerial and coaching skills

A manager who focuses solely on the managing aspect of his or her role usually tends to be primarily focused on the bottom line. With this approach, the employees, as individuals, risk being overlooked through a lack of external motivation.  Conversely, a coach who does not incorporate any managerial duties may be well liked by the employees, but the business may eventually fail due to inattention to important details.

Finding a balance and knowing when to coach instead of manage

managing-vs-coaching-leadership-word-collageQuality managers tend to be natural problem-solvers. When approached with an employee crisis, it may be the manager’s immediate instinct to solve it on their own. However, sometimes it is best to take a step back, and help the employee find a solution on their own. Not only does this build a stronger relationship between the manager and employee, it also gives the employee a sense of accomplishment and worth. By using this coaching technique, employees develop further autonomy and managers are able to spend more time on other important aspects of their role.

Achieving an ultimate balance between the supervisory as well as the coaching facets of a managerial job is vital, and may not necessarily be easily achieved.  However, it is worth the effort to learn and employ these tactics. When possible, managers should work with the employees to solve basic problems while offering instruction, guidance and support along the way. Building a strong working relationship will go a long way toward the continued success of any organization.

Fred Coon, CEO


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