Adapting personalities, behaviors and work styles is crucial to effectively coaching and managing employees. HR leaders must include recognition and understanding of work styles in their organizations’ coaching training, with the first step having managers become aware of their own work styles.
Dr. Casey Mulqueen, TRACOM’s director of research and product development, is the author of “Coaching In Context” an article published by Human Resource Executive. The article discusses ways to improve the impact of coaching by understanding the SOCIAL STYLE and behavioral preferences of others.
“In the absence of specific training, managers assume that good coaching equals good communication skills,” says Mulqueen. “However, good coaching requires much more than that. Because many people have never operated in another work style, they tend to assume that their way of operating is the best or correct way. People unaware of individual work-style preferences typically coach others with the unconscious intent of creating a “Mini-Me.”
Dr. Mulqueen discusses recent studies on coaching impact and provides practical advice of adapting a person’s coaching behaviors. The article includes specific direction for working with people of each style. Experienced SOCIAL STYLE users will notice some difference in the language in this article and TRACOM’s other materials. This was an editorial decision by the magazine. The key concepts and their usage are completely consistent with all other SOCIAL STYLE programs and materials.