Identify Coachable Employees
Not every worker responds to coaching the same way. Some will harness these moments as opportunities, using the information to better their performance. Others simply don’t, so focusing on them can inevitably be a waste of time.
Before you begin enhancing your level of coaching, determine which employees are not just in a position to benefit. Instead, identify those who will seize these conversations fully and will actually act. That way, you are spending your time wisely and experiencing the largest gain.
Build the Relationships
Employees are more open to coaching when it comes from a leader they trust and respect. If you want them to be receptive to your feedback, you need to make sure they view your input as credible first.
Begin by asking them questions, actively listening to their responses, and observing how they perform on a daily basis. Next, do not force your expertise on them. Instead, offer to share information with them and see how they react.
It can take time for your team to get comfortable enough to discuss their development needs and desires, so expect this process to take a little time. However, once mutual trust and respect are established, moving forward will be easier.
Focus on Guidance
Merely telling someone what to do isn’t coaching; it’s directing. This approach involves giving someone else the solution instead of encouraging them to find their own, and it isn’t as effective from a development standpoint.
Instead, start by asking thought-provoking questions that get them thinking. Not only will this build their mental capabilities but it also allows them to identify answers they may have always known but did not realize initially.
Each employee has a particular mindset and preferred learning style. Some are more abstract thinkers while others are more logical, so you will need to be flexible when it comes to presenting information or furthering discussions.
Consider the needs of your worker and adjust your approach accordingly. For example, if you are dealing with a logical thinker, you may need to offer more data to support ideas than you would with an abstract thinker.
Need Help Hiring? Contact The Armada Group!
By following the tips above, you can improve your coaching skills, ensuring your team can grow and thrive in their roles. If you would like more information about effective coaching, the professionals at The Armada Group can help. Contact us to discuss your questions with a member of our skilled and knowledgeable team today and see how our employee management expertise can benefit you.