Since traditional training methods may not always be effective, coaching is one technique leaders can use to bring about growth, and influence the next generation of an organizations management potential. What are the essential components of a coaching relationships and how can leaders utilize these elements to positively impact behavior in the workplace?
Define the boundaries of the coaching relationship. If coaching is to be effective, the coaching role must be established between the parties involved. For example, leaders can provide coaching for various reasons, such as obtaining 360-degree feedback, or developing actions plans to increase leadership capabilities. Whatever the reason, the coaching role must be agreed upon between the two individuals.
Build a partnership, rather than control. The HR Manager or leader should be seen as a resource to help the individual accomplish his/her goals. In other words, leaders who are coaching should not seek to control the actions of the person being coached. Ideally, the coach should develop a partnership which enhances personal growth for the individual, resulting in good choices for the organization.
When in doubt, be honest. When you don’t know the right answer or you are speculating the right course of action, tell the truth. It is better to say you don’t know, and get back with the person than to appear to have all the answers and give bad advice. Your role as a coach is to strengthen the individual’s competencies, rather than demonstrate your level of knowledge.
Help the individual own their solutions. People typically know the right thing to do. A coach’s role is to draw the right course of action out of the individual. The more answers you provide, the less likely the individual will take ownership. A good coach will provide options, or recommendations but ultimately, the answer lies within the individual. Asking questions such as “Have you considered doing…?” or, “What do you need to do?” can help the individual own the solution.
Coaching helps individual’s discover what’s important. It doesn’t bring answers, but rather brings a process for individual’s to discover answers…click here for more information on developing leaders in the workplace.