If your people are critical to the success of your business, then we suggest allocating time to coaching conversations.

Why?

Two highly desired competencies in leaders are:

  • To inspire and motivate others
  • To develop others

Interestingly, the two least present leadership competencies are:

  • Inspiring and motivating others
  • Developing others

And no, that is not a typo!

Need More Reasons Why?
  • Are billable hours a key metric in your organisation?  Who produces those hours?  Your team are your critical resource.
  • Finding great, skilled, qualified people is difficult – so keep who you have.
  • Get the most from your people by being interested in them and valuing what they do.

The Number #1 Reason why Good People Leave Organisations

They feel undervalued. (Do not confuse this with being underpaid).

But I Spend Time with My Team!

You might be thinking you talk/meet with your team on a regular basis, unfortunately, it is very likely that these interactions are not seen as coaching interactions by the team members themselves.  Instead, they will be interpreted as check-ins, check-ups or project reports.

101 Coaching

Taking on the mantle of ‘coach’ can be a little scary. But remember – developing others is one of the key competencies desired in leaders. Here are some tips to support your initial (non-issue*) coaching efforts.

Session 1

What to do:

  • Set up your first session for 30 minutes
  • Ask: ‘How is work going?’  Explore.
  • Ask: ‘How are you going?’ Explore.
  • Ask: ‘What are your plans for this year?’ Explore.

How to do it:

  • Note that you are asking about them and your questions are open-ended.
  • Be open and share that you are developing your coaching style/process as a leader
  • Be genuinely interested in them
  • You talk 25%, they talk 75%…be prepared to listen
Session 2

What to do:

  • Keep the appointment, no matter how busy you are
  • Revisit the areas they mentioned last time
  • Ask: ‘Is there anything they wanted to bring up?’ This is the window for that.  I promise you, they will get the idea of it and you will be surprised at what comes out.
  • Ask: ‘How is work going?’
  • Ask: ‘How are they going?’
  • Set next appointment for two weeks time

How to do it:

  • Be genuinely interested in them
  • You talk 25%, they talk 75%…be prepared to listen
  • Record the key points
Session 3

What to do:

  • Keep the appointment, no matter how busy you are
  • Revisit the areas they mentioned last time
  • Ask: ‘What would you like to discuss?’  By the third session, a pattern is emerging and you are encouraging them to ‘own’ the time with you and open dialogue.

How to do it:

  • Be genuinely interested in them
  • You talk 25%, they talk 75%…be prepared to listen
  • Record the key points

 

Remember, these coaching conversations are not check-ins, check-ups or project reports.  It is a conversation that explores their mindset, concerns, and goals.  It is a conversation that is building a mutual relationship of communication and trust.

*If difficult unresolved challenges/issues exist with the team member, you will need a little more guidance than the simple framework shared here. We can help with that.  Connect with us directly. We have the knowledge and experience to build your coaching skills and support your team development.