What made me decide to go for an MBA?
After working at hashtag#HPCL as a fresh engineer for one year, I realised that I was not enjoying my job anymore and the career growth appeared very slow. A senior colleague said “You work hard and long hours. You have learnt 80% of what you could learn in this job in one year. Talk to your manager for role change.” When I spoke to my manager, Deepak, he asked me, “Where do you see your selves at the age of 40 years?”
ME: CEO
Deepak: At what age people become CEO at HPCL?
ME: 55+
Deepak: So..?
ME: Do I need to move to private sector?
Deepak: What do you need to do to get a good head start in a great private sector company?
ME: MBA?
Deepak: From IIMs. Possibly from IIM, Ahmedabad.
Those days there were only four IIMs (A, B, C, & L)
I am thankful to Deepak for the coaching session and guidance that changed my life.
Why is coaching needed?
Everyone has worries about their performance, careers, promotions, balancing between personal exigencies and work goals and many more. Most of the people at this stage need help.
Who should coach?
They tend to talk to their peers, whose knowledge, experience, and therefore wisdom, is similar to theirs. The wiser person who is around most of the time and understands the person and the issues the best is the manager. If managers are capable of coaching and invest their time coaching their team members, managers will be close confidant of their team members. This strengthens manager-team bonds, enhancing productivity and manager’s performance.
How can managers become coaches?
Deepak was not a certified coach. Such certifications were rare those days. Anyone can become a coach if he/she has empathy and follows simple steps. Coaching is a collaborative process that moves away from the traditional master-disciple relationship. Managers merely assist the team members to think through and develop a solution independently.
Please follow the simple steps outlined below in a hashtag#coaching session:
1. Listen Carefully: The manager should ask questions and take notes to help the team member express their issues and anxieties.
2. Define the Problem: The questions should clarify issues the employees face. It could be due to a lack of growth or performance. It can also stem from poor interpersonal relationships and team dynamics.
3. Identify the Root Cause: Understanding the root cause helps determine the right solutions.
4. Define a Solution: The manager should guide employees toward finding their own solutions rather than offering direct answers.
5. Build an Action Plan: Managers & employees create a plan of action, with follow-up meetings to track progress.
The manager’s active involvement in coaching shows team members that their growth is valued. It boosts their performances, making them an important asset for the organisations.