17: Four Ways to Help People Utilize New Skills

Helping people utilize new skills they are learning is an essential skill for all leaders. In this episode, I'll examine four ways you can do this as a leader. To reach me with questions, comments, or feedback: CoachingforLeaders.com/feedback REFRAME Move people away from just task accomplishment and more towards skill mastery. There's a difference between having knowledge and being an strong contributor to an organization. Challenge people for practical experience. Challenge them to put what they are learning into action. RECONNECT Engage people during regular development meetings (at least once a month - once a week is ideal). Discouragement and obstacles will happen - we need to provide coaching along the way. Give perspective by using encouragement and also reward progress (not just results). Challenge people to compare themselves with themselves. RENEW Make things new again. You can't know everyone on January 1st - be ready to add in more, make changes, and adapt Add new challenges and opportunities throughout  the year. Avoid people getting into extremes - either overwhelmed or underutilized. Especially watch out for underutilized. Overwhelmed is easy to stop - underutilized is often only recognized after a person decides they are leaving. RETURN Help them determine how they can return value to the organization. What can they do to teach others? What can they do to teach you? What are new responsibilities that connect back to their long-term goals? LISTENER FEEDBACK Kathy wrote a comment on our Facebook site reminding us that one way to utilize extra budget at the end of the year is to purchase a voucher with a professional organization that will allow you to apply the credit in 2012. If your organization doesn't offer this, be sure to ask. Thanks for the great suggestion, Kathy! Stay connected with this show on iTunes or on Facebook I'd love your feedback on this show as well as any questions or topics you'd like me to address in future shows: CoachingforLeaders.com/feedback See you in a week for the next episode!