Manager as Coach audiobook cover - The New Way to Get Results

Manager as Coach

The New Way to Get Results

Andrew Gilbert, Jenny Rogers, and Karen Whittleworth

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Categories:
Corporate CultureCareer & SuccessManagement & Leadership

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Manager as Coach
Traditional vs. Coaching+
The Coaching Mindset+
The OSCAR Framework+
Practical Applications & Barriers+

Quiz — Test Your Understanding

Question 1 of 7
According to the text, when does the traditional 'carrot-and-stick' approach to employee motivation actually backfire?
  • A. When tasks are highly repetitive and mechanical.
  • B. When work requires creativity, judgment, or collaboration.
  • C. When employees are transitioning into new management roles.
  • D. When organizations are structured like industrial-age factories.
Question 2 of 7
How does the book distinguish coaching from mentoring and training?
  • A. Coaching relies on knowledge flowing one-way from an expert to a learner.
  • B. Coaching focuses on sharing hierarchical experience and wisdom.
  • C. Coaching operates on the belief that people already have their own answers.
  • D. Coaching dictates the 'one right way' to complete a specific task.
Question 3 of 7
Which three fundamental human needs are intentionally nurtured by a coaching environment?
  • A. Compensation, recognition, and security
  • B. Autonomy, relatedness, and competence
  • C. Efficiency, predictability, and control
  • D. Direction, feedback, and promotion
Question 4 of 7
What does the text suggest is the purpose of 'intentional restraint' in a coaching conversation?
  • A. To punish employees who repeatedly ask for help with routine tasks.
  • B. To establish the manager's authority and hierarchical dominance.
  • C. To save time during busy operational periods and organizational crises.
  • D. To empower employees to discover their own resources and build lasting capability.
Question 5 of 7
What does the acronym OSCAR stand for in the context of the book's coaching framework?
  • A. Objectives, Strategy, Collaboration, Action, Results
  • B. Outcome, Situation, Choices and Consequences, Action, Review
  • C. Observation, Support, Communication, Accountability, Reflection
  • D. Organization, Structure, Coaching, Assessment, Reward
Question 6 of 7
According to the OSCAR model, what is the primary purpose of the 'Situation' phase?
  • A. To brainstorm potential solutions and weigh their consequences.
  • B. To establish concrete commitments regarding who, what, when, and how.
  • C. To identify the gap between the current reality and the desired outcome.
  • D. To refine vague complaints into specific, measurable targets.
Question 7 of 7
When does the text suggest that a coaching approach might NOT be the most appropriate management style?
  • A. During times of organizational change and transition.
  • B. When an employee needs to develop independent problem-solving skills.
  • C. When leading a team meeting to improve overall productivity.
  • D. During an immediate crisis that demands direct instructions.

Manager as Coach — Full Chapter Overview

Manager as Coach Summary & Overview

Manager as Coach (2012) reshapes leadership by swapping outdated commands for coaching dialogues that ignite engagement and drive results. Learn to cultivate talent without micromanaging, lower stress while boosting performance, and foster a proactive culture where issues are resolved before reaching you. This is a highly effective guide that will help you instill each interaction with capability and trust.

Who Should Listen to Manager as Coach?

  • Managers seeking stress-free leadership techniques
  • New supervisors building coaching skills quickly
  • HR professionals creating engagement-focused cultures

About the Author: Andrew Gilbert, Jenny Rogers, and Karen Whittleworth

Jenny Rogers has over 20 years of experience coaching CEOs and directors, having trained hundreds of managers in coaching skills across the UK and internationally. 

Karen Whittleworth founded Worth Consulting Ltd, where she works as a trainer and coach supervisor. 

Andrew Gilbert co-directs Worth Consulting Ltd as an executive coach and international speaker.

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