Section 2.7 in the CPTD Certification program for ATD is Coaching. Section B reads, “Skill in coaching supervisors and managers on methods and approaches for supporting employee development.”
I have always had a keen interest in coaching of supervisors and managers. I believe their role is pivotal, and their situation is often challenging. Throughout my career, I spent roughly 40% of my time actually working with supervisors in groups and individually to develop and sharpen their skills.
Successful Supervisor Series
From 2016 to 2018 I wrote a series of 100 blog articles specifically aimed at creating more successful supervisors. I am sharing an index of the entire program hereso you can view the topics covered. The index has a link to each article on my blog in case you may be interested in reading up on certain topics. Note: After you call up the document, you will need to click on “enable editing” at the top of the page in order to open the links below.
Use for Training
You may wish to select articles at random or as a function of your interest, or an alternative would be to view one article a day for 100 days. You could use the series as a training program for supervisors.
In that case, I recommend having periodic review sessions to have open discussion on the points that are made. There will likely be counter points to some of my ideas that apply to your situation.
Some examples relating to Employee Development
Most of this series deals with the development of the supervisors themselves, but many of the articles deal with supervisors supporting employee development. I will share links to 10 specific articles here as examples from the series:
I hope this information has been helpful to you. Best of luck on your journey toward outstanding Supervision and Leadership.
Bob Whipple, MBA, CPTD, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, Leading with Trust is Like Sailing Downwind, and Trust in Transition: Navigating Organizational Change. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations.
In 2015, my dear friend and fellow author, Bob Vanourek introduced me to a book entitled “Reinventing Organizations,” by Frederick LaLoux.
It was a great read, and since that time I have brought some of the thinking process into my own consulting work, since it is entirely compatible with my views on enlightened leadership.
I wanted to introduce the concepts in this series for supervisors because moving in the direction of what Frederick called a “Teal Organization” is a thinking process that can take one very far down the road toward a more fully engaged workforce.
Defining a Teal Environment
When Frederick described the characteristics of organizations, he outlined a sort of progression where organizations can move from being hierarchical and rigid to being much more self directed and fluid.
He gave several typical organizations names of colors so they would be more memorable. Here are some of the colors in his progression.
1. Red Organizations
Red organizations are like power structures where the group with the most authority lords over all of the other groups. They are characterized by fear and submission.
The leader is all powerful and runs the organization with a firm hand. The model is one of impulse. It is a game of survival of the fittest, and many organizations today are run on a red model.
2. Amber Organizations
These groups are strong and very hierarchical. For example, a military organization might take on the characteristics of an amber organization. It is the traditional organizational pyramid that is so familiar.
The idea is to have stable, well controlled processes that are replicable and predictable. There are many rituals that must be adhered to, and individualism is discouraged. To thrive in an amber organization, you need to stay in your box and do your job as prescribed.
3. Orange Organizations
Here we see a wider view of what must be done, and processes are well defined. Innovation is encouraged. Advancement is based on merit and tenacity.
The key element to describe an orange culture is achievement. This type of organization fueled the industrial revolution and the explosive growth after World War II.
4. Green Organizations
As we progress toward more teamwork and a family feeling toward work, we see some signs of empowerment showing up. The world of the green organization is more pluralistic.
Here people are encouraged to think for themselves as long as they stay consistent with the organization’s values. The focus of green organizations is on maximizing shareholder value.
4. Teal Organizations
LaLoux goes on to envision a type of organization where the focus has shifted to where the ego elements are less pronounced and people become free to do what they believe is right.
The focus is on a kind of wholeness that takes a broader view of why the organization exists in the first place. The emphasis shifts from pleasing shareholders (owners) to serving all stakeholders, including the environment and society.
Individuals engage in the work because they truly believe in the cause, not to just earn a paycheck.
Moving in the direction of Teal
I recently did some training work for an organization that is on the path toward a Teal Culture. My observation is that you never completely arrive at the perfect system, you are always seeking to grow and morph into a better paradigm.
The road is not without hazards and twists and turns to navigate, but having a vision of a more thoughtful approach to doing work and having all people actively involved in the journey is a pleasant way to get things done.
My observation is that people are much more satisfied when working in this environment. It is not a picnic for everyone, however. Some people would rather be told what to do and even how to do it.
To manage a Teal environment means giving up the rigid authority of the Amber or Orange style of management in favor of a more engaging culture where a broader slice of the population participates in the decisions and hence has a larger stake in the success of the organization.
This higher level of ownership means greater productivity and satisfaction in the end.
If this idea sounds intriguing, you might want to pick up a copy of “Reinventing Organizations” by Frederick LaLoux. You will find it entertaining, and it will probably have you thinking of moving to a more Teal-like culture for your place of work.
Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at http://www.Leadergrow.com, firstname.lastname@example.org or 585.392.7763