The key learnings from Brian's work are twofold:
1. Managers should be Coaches.
- The case Brian makes for redefining the role of a Manager to that of Coach is rooted in profound positive correlations between productivity and weekly individual performance executive coaching, commenting that a manager's "job is to coach and develop people."
2. Individual Accountability through individual weekly coaching discussions.
- This idea revolves around a weekly meeting cadence to prioritize and promote focus and accountability within a constructive, developmental environment.
The discussion framework for holding "The Weekly Coaching Conversation" is an easy to remember acronym, FAR:
- F = Focus: Shifting thoughts from results to process of achieving results
- A = Accountability: Doing the things that need to be done
- R = Reinforcement: Positive reinforcement and constructive feedback of desired behaviors
Bottom Line: The true measure and function of a manager is to move personal and organizational productivity forward, and personal performance coaching with a weekly cadence is the most effective way a manager can move this forward.