Coaching & ManagingLeadership

Imagine this: It’s the first day of school and your child…

…comes home from a long day of learning excited to share and demonstrate all the knowledge she has gained.

The rest of the week it’s the same excited child returning home with new levels of knowledge and an eagerness to share.

The following week she proudly brings home a note from school that she has been placed among the select few in the “advanced learning group” for her ability to learn quickly and role model for others.

Her confidence is at an all-time high and when the next Monday rolls around she can’t wait to see what is planned for her next week of learning.

But that evening she is different, a little less excited and not quite able to remember many of her lessons of the day.

The next couple of days it’s the same until the end of the quarter when she brings home a note from the school that she may be moved out of the “advanced learning group” due to her inability to maintain the pace.

You decide to meet with the teacher for greater feedback on how you can support her at home.

In your meeting you learn that the “advanced learning group” is provided two weeks of focused learning and a self-paced lesson plan for reference going forward as well as weekly rating reports on how they are performing.

You are told that this group may not be for her, but she has a month to prove otherwise. There is no plan for focused learning or guiding, just an expectation for success.

Sound obscene?  Would this be the right environment to excel or does this sound like an environment destined to fail?

Now imagine that this is an adult who was promoted into management, received a week or two of training and no continuous training.

Would you expect them to remain strong?  Should they stop receiving coaching with an expectation that they are successful going forward?

Everyday top individuals are promoted as a result of their success, yet their continued guidance stops, often resulting in that individual being let go from the company as a result of not wanting to retreat back into their former position.

Remember that great managers remain great when they are continuously guided and provided continuous resources to grow.

Management positions often come as a result of someone recognizing a higher competence level in you than others.

But remember that competence is a result of knowledge and skill, therefore competence is a result of learning.  Stop the learning and you can stop the competence.

If you are in a position with little to no guidance, seek out your knowledge within the company or outside of it.  Empower yourself to be successful.

If you are in a position over other managers, ensure that your team is provided continuous learning opportunities to further grow and develop.

The greatest leaders are those who empower others while instilling the confidence in them to succeed.

Business Tip: Never stop teaching and never stop learning regardless of your age or title.