My definition of coaching is having a two way conversation with an associate or team about a particular situation and discusses the outcomes, the approach, company policy, and how the situation met or did not meet the expectation of the department or company. The coaching should have factual information and offer different solutions for similar situations.
In responding to the question as to why he quit coaching a team that just won the Super Bowl to coach one of the worst teams in football, Bill Parcells stated that he didn't want to maintain his success, but he wanted to challenge himself to greater success.
I think successful leaders looks at their direct reports in the same manner. Instead of maintaining the success of a department or company, good leaders looks to create success in their employees by coaching them to realize their full potential. Effective coaching is more than the x's and o's of plotting strategy, but also identifying and capitalizing on the individual strengths of the team members.
I have learned that you are right, Rod. Allowing employees to be heard and delving to ask the deeper questions will help us be the inspirational leaders we need to be...
Richard,
Situational leadership can allow the coach to "adapt" to the employees' needs, but effective coaching can also help the employee anticipate various situations and visualize the results, helping the employee "adapt".
Effective Coaching takes many shapes, however I believe the most important part of coaching is listening. To be effective we need to listen to what our teams are saying, once we listen we are able to effectively give the ffedback that is needed. If we just give "our" advice without listening to what the staff member is having issues with, we are missing the boat.
Effective coaching is the ability to adapt to each employees needs and abilities. Not all people learn as fast or in the same manner. You need to work onit to define what is needed to obtain the best results.
The definition of coaching to me sounds like the “nourishment of human capitol.” I like this style a lot and think it is the style that should be sought after in any organization. When you compare a dictatorship type style to one where the other organization is always learning and getting smarter it is easy to see which competing competitors would win over time. A hundred smart minds would beat one smart mind any day.
Effective coaching needs to be individualized to the person. Coaching needs to be consistent and a relationship needs to be built so that there is trust and both parties see improvment and change. A coach wants each team member to win, so that the team works together effectively.
Effective coaching is as much about listening as it is about directing. The real value in caosching may in fact be what you learn about your direct and personalities/strengths & weaknesses. The coaching process itself will help in knowing how to manage employess as they become more independent.
Interesting post. I agree that coaching isn't training, but coaching should identify the potential and help point to the training necessary to expand the potential. Definitely agree that coaching should stay out of disciplinary action. Coaching is listening, asking the deeper questions, helping someone find their own path. Discipline is showing them the path. Thanks for the post, James.
I'm not sure when the term "coaching" became popular in the workplace. Unfortunately it seems to have taken on a negative connotation. In far too many companies, coaching sessions are seen by employees as the equivalent to "a trip to the woodshed" or "remedial training." HR departments have not helped either by requiring that documented coaching be a part of any disciplinary action. In today's workplace I would define effective coaching as making the most of an employee's potential without them feeling like they are being "coached". Coaching should also not be considered training. Training is adding potential and abilities while coaching is making the best use of the abilities at hand. An effective manager will be quick to determine whether an employee requires coaching or training then coaching to achieve maximum benefit from a newly learned skill.
Setting the example, maintaining a positive outlook in the face of challenges, and mentoring are all strong coaching traits and can serve you well in your quest to inspire others to accomplishment. Thanks.
Acting more as a mentor, providing necessary inspiration and guidance regarding each employees discreet challenges that they are encountering.
My Definition of coaching is being a positive leader who is able to bring out the best in his/her's employees to help the overall and individual goals of a company and it's employees.
Setting the best possible example is only a small portion of the pie. Members of a team will individually assess their view of the "example" left by someone in a lead role.
It's apparent now that an effective manager must help individual team members put their own ideas into fruition with a systematic way of evaluating the goals set by both manager and team member.
This takes communication through proper coaching. Eventually, all team members will have a good vision of their strengths and weakness and their own contribution to the overall goal.
Thanks for the response, Edwin. Support and encouragement go a long way to help employees work through barriers to their performance and productivity. Sharing your own struggles and achievements can help you gain trust and provide a model for your employees to follow.
Coaching to me is getting the best out of everybody on my team with support, encourgement and sometimes tough love when needed. I sometimes use my own personal failures and achievments to coach.
Great information, Patrick. Effective coaching can specifically help employees improve areas of weakness, but can also accentuate areas of strength.
Effective coaching is identifying an area where an employee can improve and looking for a win-win situation to exist. Say for example a salesperson has a very low closing rate. The "coaching" may be to sit in on their selling situation and looking for ways for them to improve. Perhaps they are not picking up on the buying signals, they may be lacking confidence in what they are selling, or may not be skilled in overcoming objections. By watching them a skilled leader can identify the problem. Once it is identified the "coaching" can begin by demonstrating to the employee their areas of weakness and how to work on overcoming it. The end result will be a salesperson who closes more sales (confidence builds) and a company who achieves their sales objectives (more operating profits). Thus a win-win situation. The bonus will be the personal rewards that the manager will experience from helping an employee and the trust that is built from the employee towards their supervisor.
PON
Effective coaching and managing I think needs to start with proven methods and abilities. If the employee or team knows or has faith in your ability to coach they will be better coachable. I like working together with staff, they can watch me as I coach them.
