Manager’s Tea Break

If you’re slightly anxious about giving performance reviews as a new manager, the first thing to know is that it’s completely normal.

Evaluating team members, delivering constructive feedback, and addressing areas for improvement can be daunting. The potential impact of your feedback can further elevate the pressure you put on yourself.

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I thoroughly believe that managers who work on honing their coaching skills earn one of the best tools to empower their teams.

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Why should we even bother to look into the motivational theories? My view — there’s food for thought in each one. There’s no perfectly correct theory to choose from. (I wish there was, that would make our lives as managers much easier!)

So, in my view it’s worth taking a look at both some of the classic, and more recent, motivational theories to improve our base understanding of motivation. It’s interesting to see how different theories have evolved over time, and, for many of us, by the end of our careers there will likely be better research around to draw from.

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There are a lot of misconceptions about coaching. What is it? Why should organizations and managers care? And, what’s the first step to even start?

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Asking open-ended questions is an aspect of active listening that builds on the skills of paraphrasing and allows the listener to gather more information. This skill can be really helpful in supporting team members.

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