Articles - Training, Development and Retention

Did you ever have a manager that made you feel infectiously enthusiastic about going to work?  Have you ever been so fiercely loyal to a company that you wanted to spend the rest of your career growing with that company?   When coaching skills become a requirement for a management position, the answer will be ‘yes’ to both questions.

It has been my experience, within the medical device and health care industry, that top-talent employees are considered few and subject to a win-lose situation.  For the benefit of the company, top talent should be strategically placed; on the other hand, top talents’ manager would disagree, especially if he were being incentivized to keep him.

Since top performers represent only 16% of the population, why not spend more time with the 65% average performers?   It’s proven, top and average performers (unskilled, skilled, management, or professional) will outperform at the same rate.  Top performers outperform average; average performers outperform the non-producers.  When managers and supervisors embrace and master the art of coaching, there will be more top performing employees to fill important positions, and fewer profits lost to unproductive employees.

Coaching is a powerful tool that managers can use to know their employees.  Each employee is different and employees work differently.  What are their strengths?  What are their opportunities for change? What are their career goals?  Knowing this vital information, employers can maximize their greatest resource and expense -their employees.

An effective coach has the ability to indentify people who fit the job and develop strategies for employees that inspire to perform and achieve.

No manager is equipped with essential knowledge about every employee. Successful coaching requires specialized knowledge about:

•Each employee’s unique characteristics

•Each employees attributes in the context of his job and in the context of the work environment

•Each employee’s fit with his job, manager and teams

An effective coach has the ability to indentify people who fit the job and develop strategies for employees that inspire to perform and achieve.

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Biography

Jan Watson, President and founder of J.P. Watson Group, LLC, brings over 20 years of national and international sales and marketing experience from the medical device industry, as well as private practice.  The Group’s mission is to assist clients with selecting and developing high-performance workforces through the use of state-of-the-art psychometric tools.  Today’s corporate climate requires organizations to rely on their top performers and to identify and coach average employees into top performers.  Strong workers, who are enthusiastic, focused, and in the right jobs, are the solid foundations of any business.  Contact Jan at 850-529-8362 or visit her on the web at www.betterjobfit.com.

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