While Covid-19 wreaked havoc on the workplace in 2020, it fast-tracked changes that would have taken five years and crammed them into five months. Leaders were tested in ways they never imagined possible. They showed flexibility and adaptability to not only survive the brutal year. Now the calendar change has turned their attention to what’s ahead.
While retaining top talent is vitally important, it’s also critical for organizations to promote people into positions of leadership that can drive performance and make a positive impact on the people they get the opportunity to lead.
One of the ways a leader separates themselves from being a manager is by coaching their people. A coach, by definition, is one who trains and instructs. The word coach comes from “carriage,” which means to take someone from where they are today to where they want to go.
This makes sense because moms and dads are supposed to transfer essential life lessons, most grandparents are more than willing to share wisdom, but for some reason, many managers drop the ball, and I am sick of it.
Sure there are many possible factors that can cause a team to underperform. These are just a few: lack of talent, talented people not meeting their potential, changes in the market, or a lack of resources. Still, ultimately, one person is responsible, the leader.