I know many managers that find it to tell rather than coach. However, telling doesn’t really allow the person to grow and learn and think for themselves. However, when we coach, we inspire, teach, grow and empower our people. Often managers tell me they are coaching but when I put them through one of my workshops, they realise very quickly that they are not coaching, they are in fact telling, managing, or training.
Coaching is the process of enhancing the other persons’ awareness of “what is really going on,” guiding them to choose responsibility for the actions they will take to achieve their personal or business goals and helping them to evaluate the consequences of their actions.
The overall purpose of coaching is to maximise the performance of the individual. As a person with leadership and management responsibilities, one of your key roles is to align and then maximise an individual’s effort to the success of the team’s objective.
Good coaching relationships are made, not born. You build them by establishing trust. That trust usually comes from confidence, care, and acceptance.
“Treat people as if they were what they ought to be and you help them to become what they are capable of being.” – Goethe.
A coaching leader is the leader of the future. Coaching leaders have teams that are engaged, productive and perform. I don’t know any leader who wouldn’t want that.
If you are a leader who would like to develop your team, learn, or improve your leader coaching skills, plus get some in-depth strategies you can use to develop these coaching skills, then come and join our workshop. Click here to register for my LIVE Workshop on the 4-STEP MODEL FOR PERFORMANCE COACHING.
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