Coaching brings with it an opportunity for objectivity and enhanced performance. Coaching keeps a team or an individual focused on goals, reaching for greater levels of satisfaction, and achieving a higher standard of quality.
The following Five Steps to the Coaching Process, recommended by Coach University, a national training institute for coaches, will put you on the right track.
Listen. The most important role of a coach is that of listener…. active listener. Research shows that even when we're listening we generally miss about 25 percent of what is being communicated to us. Listening means hearing what is said and what is unsaid. It means being with the other person…in tune, or what coaches refer to as "getting" someone. When you truly feel and understand what the other person is saying, you're in active listening. Don't forget...a key to being a good listener is to create space by allowing silence.
Evoke. During this phase, a coach draws out additional information to uncover the truth. Encourage and direct your managers/employees to say more, help them come to their own conclusions and learn by their own experiences. The hallmark of coaching is not giving answers or being the expert. When you're too eager to help, you block the flow of unconscious understanding. Know and trust that the person you're coaching has the answer to her/his dilemma. It's your job to help them get it touch with their own understanding. Use questions, say "tell me more," or simply remain silent to show you feel their statement isn't complete and you know they have more inside of them.
Clarify. Be clear about problems and opportunities. When you're communicating, get down to what is real. Clarify the truth rather than the facts. Clarify the importance of the problem, the readiness of the person you're coaching to act, and evidence of a successful outcome. Make sure you are both "on the same page".
Discuss. Consider and share the options. Look at problems from a variety of dimensions. Then…let them do the work! If they get stuck ask them to "make up an answer", they'll be surprised by what they have inside. After you discuss options, come up with actions.
Support. At this point, a person is now taking action and needs as much unconditional support as possible. Be nonjudgmental. Build trust. If this is not possible in the relationship you have with this person then choose someone else to be his/her coach.
Developing coaching skills can be an invaluable tool for bosses. However, to coach effectively you may need to change the way you think. You must be a partner. To do this, you must like them, care about them and be on their side.
Think in terms of coaching people and managing things. As bosses we must do both but it's important to recognize the difference in the process and the outcome. Coach your employees to success!