Employee Coaching for Superior Public Safety Performance

Good performance rarely happens by accident. Studies have repeatedly shown that when Public Safety leaders use coaching strategies as part of their supervision, subordinate performance, motivation, and commitment improve.

Coaching is a reliable management tool that can boost productivity, creating an open line of communication and opportunities for growth. Experts advise managers to coach early and coach often: early, to catch potential problems before they happen; often, because continuous interest and feedback virtually guarantee better performance. 

Effective managers don't rely on yearly reviews to direct their leadership efforts. Great leaders demonstrate managerial courage and provide timely feedback to their employees. But what qualities "make or break" a good manager/coach?  Here are 5 critical elements often identified by experts in the field of Public Safety:     

1. Job Fit: The first and most important question is, “Are they right for the job?” Job fit has everything to do with whether a person is going to succeed or fail, and helps lay the groundwork for a successful coaching relationship. How do you know if a Patrol Officer, Firefighter, or EMT will do well? Look at the past performance of employees who have done well in that position, and measure the degree of "job match" through benchmarking. Leaders will then know better how and when to start coaching and training in the areas where the employee doesn’t match up.

2. Leadership: Highly successful Departments teach their Command Staff to use leadership strategies that work. Two of the most important management coaching competencies are identifying people who might be groomed for a leadership position, and knowing how to inspire workers by creating personally meaningful opportunities for development. Every leader should be made aware of their subordinates' characteristics, attributes of their job, and how well they fit the Department culture. Leaders need to foster open communication and should lead by example.

3. Motivation: The key to motivation is communication! Frequent communication with employees can have a critical impact on morale and performance. Positive communication can motivate workers, accelerating commitment and productivity. Chief Mike Cannon from the Hunting Valley Police Department connects routinely with his subordinates through Facebook posts and makes an effort to speak with them about personal issues unrelated to work. Employees are invited to ask him anything. They feel recognized and Chief Cannon gains loyal employees who share their ideas. Managers can also publically recognize employees for their good performance and achievement. Both within and outside of your Department, career advancement opportunities will increase motivation. As noted, though, the key is communication.  Start talking and watch the drive come alive! (Yeah,... we came up with that phrase on our own!)

4. Chemistry with Employees: According to Gallup, over 70% of people in the workforce report not being engaged, and 60% plan to leave their job at some point in the near future. The number one reason? Their immediate manager. We all know the saying: "People don't leave bad companies, they leave bad bosses." The relationship between a manager and employee is often the #1 determinant of productivity, positive or negative. To build engagement and improve retention, your Command Staff needs to understand their subordinates, learn what motivates them, and make the effort to build a strong connection..

5. Team Chemistry: Research regarding employee productivity previously emphasized individual traits and aptitudes in explaining outcomes. In recent years, however, scientists have shown that social skills, "emotional intelligence," and interpersonal relationships are often the primary factors affecting worker satisfaction - and perhaps not surprisingly - performance. Studies have shown that when team members understand one anothers skills, attributes, and backgrounds, they are more supportive and tolerant towards others. This, in turn, opens up communication among team members and boosts group productivity. In order to coach a team, managers must understand both individual and team characteristics; know what knowledge, skills, and other resources the team is lacking; and be skilled and experienced in using appropriate conflict resolution skills. This information is almost always required if a team is to work to its full potential.

Though these suggestions are likely to work in most Departments, with most workers, managers are advised to remember the adage, "one size does not fit all." Each employee has different needs, interests, aptitudes, and motivations which influence both their style of work and output. The sooner a supervisor understands his or her subordinates, the more effective the coaching experience and ultimate outcome will be. Once leaders discover the value of coaching, particularly when it's used early and often, they''ll be able to increase the efficiency, productivity, and degree of engagement for their employees.

Like to know more? Call us today to learn how management coaching - and the free coaching reports PSP provides for every new hire - can help your Department.