KerriLaine Prunella serves as Deputy Assistant Inspector General for Administration. Here is our Federal Spotlight interview: MC: How long have you been in Federal service and what is your main responsibility in your role today? KP: This past October I finished my 11th year in the Federal sector. I started my Federal career in the […]
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Whether you’re new to your coaching role or have logged countless hours coaching many kinds of professionals, there’s always room to hone your skills. The better you are, the better you can be.
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Command and control isn’t the only way to relate to employees, nor is it the best approach when you want to engender staff who are more creative or empowered. Coaching skills also help managers demonstrate their interest in their employees, a key factor for retaining and engaging employees.
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Employee retention isn’t just about making sure employees don’t leave. It’s about ensuring employees feel invested in. Not just “productively utilized,” but supported, engaged, heard, trusted—effectively connected to their work by the opportunity to deploy their strengths.
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One way that coaching stands out from other types of performance focused conversations is its inherent perspective on who has the answers. So, if you’re tired from “coaching” your employees, maybe it’s because you’re working too hard giving answers instead of asking questions that elicit the solutions from employees’ unique experience.
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Georgia A. Thomas serves at the Internal Revenue Service (IRS) as the organization’s Southeast and Southwest Area Manager, Communication and Stakeholder Outreach (CSO), Field Operations. Here is our Federal Spotlight interview.
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