One of the most common mistakes that new managers make involves how they coach their staff. In an effort to teach and explain, they wind up making assumptions about what their workers should know, rather than filling in what the workers need to know. If you assume too much, you may lash out or grow impatient if others do not meet your expectations or demonstrate a certain level of knowledge. But by listening and assessing the extent to which others need your guidance, you can then plug gaps so that they can operate more independently and draw their own conclusions. Better yet, by supplying them with the information they need, you’ll make them more receptive to learning from you and they’ll retain more of what you tell them.
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