A good rule of thumb for effective coaching is that it should make up about 35% of your management function. Coaching your people should ideally help you identify your constituent’s individual needs and corresponding performance improvement steps. Whether you are coaching sales professionals, or other leaders in your organization, I believe there is a 7 step process that that you should follow:
1. Set clear objectives: Know the time-frame for the coaching session, the agenda of the session, and the realistic outcomes.
2. Follow Up: You should be following up on the action items and the things that you agreed to in the coaching session. I suggest putting the action items in your respective calendars as to make sure that you are getting the result you are looking for.
3. Foster trust: As the coach, YOU have to be vulnerable in order to create trust in that one-to-one relationship.
4. Don’t try to fix everything: You have great wisdom and you probably know the answers, but you are not being an effective coach if you are trying to “fix” everything.
5. Don’t tell, ask questions: You should avoid making statements in your coaching sessions and begin to ask more questions. This will help you get to the root of the problem.
6. Be patient: You are looking for progress with the people you coach, not perfection. Nothing that is worthwhile and permanent happens overnight.
7. Be adaptable: Every person that you coach is unique and different; their communication style might be different than yours and you should be able to adapt.
Great coaches make it their personal responsibility to crack the success code of their constituents. Successful coaches empower their people to achieve optimal success by focusing on their behavior, attitude, and technique. If you do this, you will have great success overall in your coaching opportunities.
Would you like to become a better coach? Join us for an upcoming complimentary webinar, Coaching: A Strategic Tool for Effective Leadership. Click HERE for more information.
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**This blog was originally posted on www.theleadershipquest.com
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