Hi! I’m Angelina, the National Grow with Google Digital Coach.
As a business owner or manager, you rely on your staff to manage critical tasks;
and they rely on you to guide & develop them.
Today we’re going to talk about how to coach your team effectively using 5 specific actions.
We’ve all heard the saying: “Give a man a fish and you feed him for a day.
Teach a man to fish and you feed him for a lifetime.”
That’s one goal of coaching.
It’s an effort to unlock someone’s full potential.
This helps them – and you – feel comfortable and confident
in their ability to get the job done and handle minor hiccups.
Coaching differs from teaching, training and even mentoring
because it is not about sharing knowledge.
It’s about focusing on and empowering the person being coached.
These 5 tips can help you do that.
As a manager or team lead,
you run into many situations where you’ll feel the need to coach someone.
A reliable colleague might struggle with new responsibilities or a difficult client.
A new employee may have problems adjusting to the work environment.
No matter what you think about the issue, resist the urge to jump in to offer advice.
Instead, listen.
Level 2 listening focuses on facts, tasks, and objects.
You are listening in order to understand what a team member is experiencing.
Level 3 listening goes deeper.
It helps you understand what your team member is feeling about a situation.
When coaching, do your best to avoid questions that lead to “yes” or “no” answers.
Keep basic information-gathering questions to a minimum.
Frame your questions to lead the person being coached to their own discovery, solution, or a better understanding of a situation.
In an effective coaching session, you should speak about 20 percent of the time.
The other 80 percent should be listening time.
If you find yourself starting to offer advice or explaining your thought process,
stop and ask yourself: Why Am I Talking?
Remember it’s not about you, it’s about them.
Ask open-ended questions and let the other person take over the conversation.
Now let’s talk about G.R.O.W.
Can you tell we love acronyms?
G.R.O.W. stands for:
Goal you want. Reality of today. Options for action. Will take these steps.
Remember that a coaching session is a step toward development and empowerment.
Spend most of your time helping the person you’re coaching think about goals,
reality and options and you give them a framework for how to approach any issue that causes them pause.
That then allows them to find solutions so that they “will take these steps.”
When it’s time to offer feedback, be sure to highlight the positives.
It’s just as important for a person to know what is going well
as it is to understand where there are areas for improvement.
Whether you’re offering positive, motivational comments
or constructive, developmental comments, use this formula:
Describe the situation;
describe the other person’s behavior in that situation;
and explain the impact of their actions.
This framework offers a fuller picture of the situation and a path to grow.
Focus on active listening.
Ask open-ended questions.
W.A.I.T. Ask yourself Why Am I Talking?
Use the G.R.O.W. framework for better coaching conversations.
Offer 5 to 1 positive to constructive feedback
So there you have it, 5 tips for effective coaching.
Remember that when building a business,
nothing is more important than the people you bring on your team to help you achieve your goals.
Coaching isn’t just an investment in their future, it’s an investment in yours too.
To keep learning about growing your business or career,
be sure to subscribe to our Channel and check out the rest of our videos.
See you next time!