Tips for Coaching Employees

There seems to be an uptake in coaching services at the moment.

After years where the number of coaches seemed to outnumber the amount of users paying for coaching, a renewed interest in this area suggests that consumer confidence has increased, with people willing to spend discretionally on coaching services while also investing in themselves.

When people invest in this area instead of saving, it can mean positive things for the economy.

Even if you are not involved in formal coaching, it may be a good time to brush up on your own coaching skills for both your and your employees benefit.

After all, it allows you to be a better manager, and a strong and an effective coach leads to a more engaged employee base.

Michael Bungay Steiner, founder of Box of Crayons, says that when the best coaches are asked for help, they do not simply spit out answers so that they can come across as knowledgeable, in control, and to showcase their leadership prowess.

He says the best leaders are more calculated in their approach to produce long term results.

Bungay Steiner suggests following these steps to maximize the effectiveness for both the coach and the student.

Ask “what is on your mind?”

This question opens the dialogue and it allows someone to speak about and to feel comfortable expressing something that may or may not be directly business related but part of an overall problem.

He also suggests asking, “what else is on your mind?”

This allows the report to feel comfortable in taking more of the manager’s time, and feel that it is maybe acceptable to have two different questions without feeling like they are in over their head.

It also reinforces that their manager is supporting them.

Bungay Steiner also says to make sure to ask, “what do you want?” This can often uncover employee needs that can be useful for a manager to understand, but it also allows a manager to see into their employee’s thought process.

He also suggests asking “how can I help?”, this allows the individual to formulate their problem-solving skills and forces them to create an executive summary of the situation in order for their manager to help them but to also get a better understanding of their own problem.

Bungay Steiner also suggests asking, “what was most useful to you?” This allows the coach to understand what resonated most, which can help them in future coaching sessions, and it allows the report to reflect on the discussion which is the often the moment where the majority of learning is derived.

Farewell,

Mike

Recruiting BusinessMike KingApril 14, 2017Toronto Headhunter, Recruiter, Headhunters, Recruitment FirmComment