Sources
Seattle University School for New and Continuing Studies.(2014). Leadership coaching for organizational success. seattletimes.com
Filipkowski, J. PhD, Ruth, M, Heverin, A.(2017). Building a Coaching Culture with millennial leaders. sarabarrie.com
hall, a. (2012). 9 things a boss should never say to an employee. forbes.com
insperity staff. (2019). 10 things great leaders never say to their employees. insperity.com
augustine, A.(2019). 5 things supervisors should never say(out loud). themuse.com
thompson, p. dR. (2019). 4 seemingly harmless phrases leaders should never say. themuse.com
strategy&. (2018) where organizational culture is headed. strategyand.pwc.com
murphy, m. (2016) fewer then half of employees know if they're doing a good job. forbes.com
miller, L.(2018). 5 things you should never say to your best employees. entrepreneur.com
hyacinth. b. (2017). things a boss should never say to an employee. linkedin.com
Boogard, k.(2019). how to gracefully backpedal when you've said the wrong thing. fastcompany.com
11 Things
Manager should never say
to their team and what to say instead.
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Coaching Method benefits
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Work
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01
"I dont pay you so i can
do the job for you."
why
what
why not say it ?
dictatorial statements and threats won't inspire loyalty or great work from your team.
What to ask instead:
"what would be your plan in this situation?"
02
"Nice job today."
why
what
facts
why not say it ?
generic platitudes like this make it sound like you're not really paying attention to what they're doing.
What to ask instead:
"how did you find [their current task] today?"
an open culture is the most valued thing by employees:
67% of people value recognition for quality work, manager support and opportunities to share feedback with desicsion-makers.
03
"that client drives
me crazy!"
why
what
why not say it ?
it shows your team that you don't take customer service seriously and that it's okay for them to do the same.
What to ask instead:
"what do you think causes [client] to be challenge for us?"
04
"keep doing what
you're doing."
why
what
facts
why not say it ?
many team members require specific and constructive feedback to help them develop.
What to ask instead:
"you're excelling with [appropriate task or project]. are there any ares in wich you wish to develop?"
team members value feedback:
nearly 60% reported that they would like feedback on a daily or weekly basis.
1
05
"don't waste my time; we've
already tried that before."
why
what
why not say it ?
this shuts down innovation and makes your team feel uncomfortable to bring you new ideas.
What to ask instead:
"what other options do you see?"
2
06
"why didn't you do this?"
"why did you do it that way?"
why
what
facts
why not say it ?
accusatory language can de-motivate your team. it's human nature to feel defensive when someone asksĀ "why?".
What to ask instead:
"how could we improve next time?"
giving constructive feedback is not always easy:
"around 9 out of 10 managers avoid giving constructive feedback fear of negative reactions."
07
"i don't have time to
talk right now."
why
what
why not say it ?
talking time out to speak with your team helps them feel valued and encourages them to grow.
What to ask instead:
"i'd like to discuss this but i'm busy right now. can you book in some time for us to discuss this further?"
08
"that's not important."
why
what
why not say it ?
quickly dismissing a concern from team members can make them feel like their thoughts are not valued.
What to ask instead:
"explain me what concerns you about this issue?"
09
"was that clear?"
"does that make sense
to everyone?"
why
what
why not say it ?
you won't get an accurate picture of whether your team understands you by asking this.
What to ask instead:
"could you walk me through the plan to make sure we're on the same page ?"
10
"Failure is not an option."
why
what
why not say it ?
statements like this can make team members unwilling to experiment or innovate for fear of making mistakes.
What to ask instead:
"what is our backup plan if whis idea doesn't work?"
11
"leave your personal
issues at home."
why
what
why not say it ?
being insensitive to employees' issues shows them that you don't care about their wellbeing. this can negatively affects morale.
What to ask instead:
"is there anything that's bothering you at the moment?"
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A strong coaching culture at an organization can boost
12%
Employee engagement
13%
Employee productivity
80% of people who have received coaching report positive results.
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