Coaching may look a little different across various settings and whether one is coaching groups or individuals, but certain essential behaviors provide a strong foundation. Lately, I’ve been exploring the business side of coaching. An article in Forbes indicates employee surveys reveal most people would welcome more coaching if offered
“The empirical evidence is clear that effective coaching makes a difference in employee commitment and engagement, productivity, retention, customer relationships and how the upper levels of leadership are perceived.”
Here are three key coaching qualities that don’t necessarily come naturally, but that each of us can grow into with practice.
Promote a collaborative mindset
The more experience under our belts, the easier it is to assume we have the answers. Thus, over time our style might focus more on making recommendations or giving clear direction, especially if others seek our opinions.
While such a directive approach has merit, it often misses opportunities to foster growth. The collaborative leader trusts that good solutions often come when others struggle for their own answers. The first solution proposed can usually be improved with discussion. When in positions of authority, it’s easy for most of us to give direction, but that is often not what people most deeply need.
While such a directive approach has merit, it often misses opportunities to foster growth. The collaborative leader trusts that good solutions often come when others struggle for their own answers. The first solution proposed can usually be improved with discussion. When in positions of authority, it’s easy for most of us to give direction, but that is often not what people most deeply need.
Take time to foster discovery
Answering a request for help with “what do you think?” always consumes more time and effort than simply giving advice. And yet asking questions to help others seek their own solutions and clarify their own thinking pays major dividends down the road. It’s the old “teach a person to fish” rather than feed them for a day. While more time consuming, fostering personal discovery rather than simply giving advice is extremely rewarding.
One must choose the setting, of course. Some situations demand clear and immediate direction, not a colloquium. Schooling ourselves to more often respond with “what do you think?” rather than giving advice, however, will often not only stimulate growth in the other but result in a better final solution.
One must choose the setting, of course. Some situations demand clear and immediate direction, not a colloquium. Schooling ourselves to more often respond with “what do you think?” rather than giving advice, however, will often not only stimulate growth in the other but result in a better final solution.
Refuse to be an expert
A professor I admire eschewed the status of “expert” (even though he was!) and instead envisioned himself as a fellow journeyer along with the rest of the class. By refusing to be the class guru, he not only treated us with dignity (not as know-nothing novices) but opened up a safe space for honest questions which greatly enhanced our learning.
He could treat us as equals and still retain our respect, for when he eventually gave his opinion based on a lifetime of study and experience, we listened all the more because he gave it last, not first. After leading us through wrestling with all the relevant issues, we were ready to hear in a much deeper way than if he offered his expert answer at the start.
Would you like to test yourself on these and other qualities of good coaching practice? Try taking this free coaching attributes and perspectives assessment included in the Forbes article quoted above. See what you find out about yourself and where you may wish to grow in the future.
He could treat us as equals and still retain our respect, for when he eventually gave his opinion based on a lifetime of study and experience, we listened all the more because he gave it last, not first. After leading us through wrestling with all the relevant issues, we were ready to hear in a much deeper way than if he offered his expert answer at the start.
Would you like to test yourself on these and other qualities of good coaching practice? Try taking this free coaching attributes and perspectives assessment included in the Forbes article quoted above. See what you find out about yourself and where you may wish to grow in the future.
