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The Engagement-Boosting Effects of Managers Who Coach

The Engagement-Boosting Effects of Managers Who Coach

Webcast Details

  • Gallup Called to Coach Webcast Series
  • Season 4, Episode 3
  • Discover how managers who coach their direct reports can -- by focusing on Gallup's CliftonStrengths and Q12 tools -- deliver a serious boost to employee engagement.

On a recent Called to Coach, we spoke with Gallup-Certified Strengths Coach Ryan Houmand.

Ryan was in a management position in "Corporate America" for almost 20 years. He explained that during the last four years, "If it weren't for the money, I would do something else." Fortuitously, he was let go from his job shortly after that point. Ryan then took the CliftonStrengths assessment, and it resonated with him. He saw it as a tool to help others and knew the science behind the assessment was irrefutable.

Ryan believes that managers in "the Corporate America world" can make that world a great place to work for a lot of frontline employees. He explained, "When I worked as a corporate manager, I spent 80% of my time on projects, and only 20% of my time on coaching my team." Ryan would like to invert that dynamic, so managers spent 80% of their time coaching employees and 20% working on projects. He said, "This is the key for frontline managers -- to become coaches."

Ryan also explained that Gallup's Q12 assessment -- which measures workplace engagement for employees -- coupled with creating a strengths-based environment through CliftonStrengths can transform an organization. He said that when an organization has higher engagement -- through their purposeful use of Q12 and CliftonStrengths -- their productivity increases measurably. Ryan relies on Gallup data regarding these interventions and employee productivity because Gallup has found that engaged employees are 7.8% more productive. Ryan said, "In a 40 hour work week, 7.8% more productivity is 37 more productive minutes every day for each employees." As the average size of a company is 13 employees, if all of those employees are engaged and working 37 more productive minutes every day -- that is like adding an extra person to the team without actually hiring anyone. It boosts an organization's bottom line and saves the company onboarding costs, and paying another employee's compensation and benefits.

Ryan Houmand's Top 5 CliftonStrengths are Arranger, Activator, Positivity, Maximizer and Belief.

Learn more about using CliftonStrengths to help yourself and others succeed:

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