What is Coaching?

Coaching is a process of supporting individuals to make more conscious decisions.

The ultimate goal of coaching is to help someone adopt a new action or behavior while learning, growing, and developing.

Today, coaching is a business imperative. And it isn’t just for employees with performance problems. Your entire team will benefit from guidance in building skills and choosing actions that lead to positive business results.

• High morale. When everyone is working together and achieving goals, team members feel good about their work

• Empowerment. People feel confident and willingly accept more responsibility.

• Development. Team members learn and improve. As they grow, they become more creative and can contribute even more.

• Believing in Others:

A coach-leader views employees as capable individuals with untapped potential. This belief drives encouragement and focuses on strengths rather than limitations.

Example: Instead of saying, “You’re not good at presentations,” say, “I’ve seen how well you communicate your ideas in team discussions. Let’s work on bringing that confidence to formal presentations.”

• Managing Needs:

Employees have unique personal and professional needs. A coach-leader identifies these needs to provide customized guidance while aligning them with company objectives.

Example: If an employee struggles with time management due to workload, the leader might suggest tools or techniques, like prioritization frameworks, or reassign tasks to balance their load without compromising team productivity.

• Earning Trust:

Trust enables open and honest communication, a critical component of effective coaching. Leaders earn trust by being reliable, empathetic, and respectful.

Example: If an employee shares a personal challenge affecting work performance, a coach-leader listens without judgment, offers flexible solutions, and ensures confidentiality. This builds confidence in the coaching relationship.

• Staying Connected: Coaching is a continuous process that requires regular engagement and feedback. Leaders should actively check in with employees to track progress and address any evolving needs.

Example: After setting a development goal, a leader schedules bi-weekly follow-ups to discuss progress, offer feedback, and celebrate small wins. This ongoing connection keeps the employee motivated and focused.

ASK YOURSELF

1. Do I really believe this person has what it takes?
2. Can I suspend any negative beliefs I have about this person?
3. Do I stick to the facts as I coach this person?
4. Am I able to clear my mind of any history this person and I have had?

Promote learning agility: Support people in staying flexible, growing from mistakes, and successfully responding to challenges. 

Hold coaching conversations: Discover how to coach both “in the moment” and in formal, scheduled sessions.

Listen & question effectively: Draw on the tools of encouraging reflection, listening, asking questions, and sharing input during coaching conversations.

Give constructive feedback: Use this “secret weapon” to motivate and stretch others—and close performance gaps.