One of the main components of organisational leadership is to be able to coach your team members effectively.
It is a crucial key to building and maintaining self-motivated staff. While it takes time, the results are well worth the investment and effort.
If coach your people well, you will get them prepared to achieve their own personal goals, as well as meet your organisation's aims. Successful coaching guides employees in the right direction, whilst promoting independent thinking and team collaboration. Consequently, it fosters a relationship of trust, and empowers your team to act dynamically.
This is the ultimate aim for all leaders, isn't it? But, how do you decide what coaching is needed for your team?
*What do you want*
Be clear in your own mind about want you would like each individual to accomplish. Always start by asking yourself if you want them coached for some improved outcomes, or if you need them coached for a new system or project, which requires re-training.
The focus must be on the end result that you want. Think about the big picture. How will their improvement affect your overall company objectives? If you can convey this message, together with what the outcome should be, and why, you will get the requisite buy-in from your employee. Discuss what you want to achieve, and be clear about your expectations.
*Choose the right option*
Now that the employee knows why you have chosen to coach them, you will need to work out the coaching modality with them. Set specific criteria for what the output should include, and agree on a timeline. Communication should be maintained before, during, and after the coaching process. It's important not to just give them instructions, and send them on their way.
Know your employee's skills sets. Some will need more instruction than others, depending on the subject matter. For instance, a new hire struggling with an unaccustomed task might grow frustrated without a significant amount of coaching. On the other hand, an experienced employee might find that same coaching cumbersome and pedantic.
An effective coach knows their coachees. Understand what makes them tick to frame narratives that will help persuade a coachee to grow or to change in the most effective way. Top coaches find the best way to train and inspire in the desired direction.
*Real honest feedback*
Always recognise that feedback is a two-way process. Employees must feel safe enough to communicate issues to you. As a coach, you must respond with constructive feedback on their issues, be focused on progress, and how they can improve. Reassure your employees, and try to keep the message positive, but don't sugar coat it.
You are not doing the employee any favors if you mollycoddle them. Don't be vague and always provide tangible examples. Spend time showing them how things can be done differently.
Make sure your team members have the necessary resources to meet the end goal. And, help them remove unexpected hindrances or consequences that may hamper their progress.
Remember to be encouraging and to help them through the training. Your goal is to help them grow and learn. Everyone needs optimism and buoyancy to keep them going.
Now, as a leadership coach for the past 15 years, with over 3000 hours of coaching middle and senior level executives in a plethora of industries and businesses, there are few components that I have adhered to, for successfully coaching leaders.
*Value alignment*
I understand that coaching is the key to achieving a company goals. Therefore, I always align my sessions to my client organisation's core values. My perspective is focused and centred on this. This way, the coaching becomes less about what I think alone, and reinforces the culture that my client wants in their team members.
*What motivates people*
After the initial trust building sessions, I speak directly to a coachee to work out what makes them feel motivated. Casual conversations where I find out what they do in their time away from work or what their interests are, add a human dimension to coaching. Understanding what actually motivates a person, helps a coach shape the discussion. Establishing commonality, means you "speak the same language" with the person you coach. This allows them to "hear" your perspective better.
*Collaboration*
A coach is an accountability partner. Coaching conversations must flow both ways with ample opportunity for mutual feedback and dialogue. Collaboration in coaching emphasises the relationship you build with your coachee, and allows you to be a sounding board for them. The coaching sessions are to help them succeed. So, effective coaches listen, and then inspire. They build strong relationships of trust based on knowing their coachees and with good communication skills.
Coaching at the workplace can be a very powerful tool in improving productivity and efficiency on the individual, and the team level. Understanding how to be an effective coach can help you better motivate, train and guide teams.
*The writer is managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller 'So, You Want To Get Promoted?'
