How to Improve Your Coaching Techniques

Organization - Company

Effective coaching is necessary in order to succeed. It can benefit both the leader who is doing the coaching and the employee who is being coached. But there are specific ways to coach in order to create the best possible results.

Coaching skills can be used in many areas of a person’s job. They can help with interpersonal teams, clients, customers, and between managers. Coaching in and of itself is a specific method/technique that can be used to guide an individual to new learnings in a dedicated time frame.

Coaching has specific goals:

  • Motivating and inspiring individuals to do more and work harder
  • Supporting clients in breaking down large goals into manageable steps
  • Holding people accountable to their commitments in order to produce results

The Coaching Process

There is a specific process that a manager should follow in coaching. They should first start with assessing the skills, personality traits, and learning styles of their employees. Then they should define their vision and what the successful outcomes are. They should create an inspiring mission statement that will make an impact with team members. They should also establish annual goals with objectives to meet regularly.

During a coaching session the manager should set the stage and determine why the coaching is necessary, then specifically define the opportunity or issue, then analyze the options and possible outcomes, and finally develop an action plan.

A manager needs to build trust with their employee at the beginning of the coaching process. They should ask open-ended questions to determine the best way to approach the issues and the ways in which the team member should be trained. Different employees may require different approaches. The manager should gather as much knowledge as possible about the situation in order to decide how to proceed.

How to Improve Coaching Skills

HRDQ’s ‘Coaching Conversations’ training can help managers establish the context of a situation and lead a series of coaching conversations that make the individual become responsible for proactively defining goals and becoming more accountable. The coach will understand how the various aspects of coaching conversations (like defining the opportunity or problem, analyzing options, and developing an action plan) can motivate and support individuals to help them successfully meet their goals.

After completing the training, managers will be able to identify the four steps of a coaching session and how they are applied in various contexts, recognize the correct application of inquiry and advocacy in a coaching session, and apply basic coaching techniques for performance improvement, career development, and specific skills. Learn more here: https://www.hrdqstore.com/coaching-conversations-rtl-title.

Coaching can be made simpler with some additional help. HRDQ is hosting a webinar titled “How to Say It: Coaching Conversations” on Oct. 30. During the webinar attendees will learn a four-step strategy for developing more effective coaching conversations. This strategy works with coaching scenarios like performance improvement, career development, specific skill development and overall team performance.

 

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