management skills<\/a> force people to act, but not take responsibility or accountability.)<\/span><\/p>\nGood employees stick around if they feel valuable, even if they\u2019re not being paid the highest wages. Because they want to feel like they\u2019re contributing.<\/span><\/p>\nCoaching does that because it lets them have a voice & empowers them to solve their own problems.<\/span><\/p>\nUsually when there\u2019s no coaching, <\/span>the good people leave<\/b>. That is why you want to coach.<\/span><\/p>\nThe first question you need to ask yourself is: Do they genuinely know how to do the task at hand?<\/span><\/p>\nIf yes, then it\u2019s time to coach because they know what they\u2019re supposed to be doing & they\u2019re just not doing it.<\/span><\/p>\nYou know you\u2019re doing it right when it feels like you\u2019re raising someone up, not knocking them down.<\/span><\/p>\nHere are some basic coaching skills to put in your toolbox:<\/span><\/p>\n1. Curiosity<\/b><\/h3>\n This is a cornerstone skill that you need to have.<\/span><\/p>\nWhen you embrace curiosity, they don\u2019t feel judged. They feel safe to tell you the real truth.<\/span><\/p>\nYou\u2019re not asking a question because you already think you know the answer.<\/span><\/p>\nI\u2019m not going to sit back about making a judgement about why that is.<\/span><\/p>\nInstead of, \u201cyour performance is down. What\u2019s your problem?\u201d<\/span><\/p>\nYou want to ask, \u201cI noticed there\u2019s been a change in your performance. How are you doing?\u201d<\/span><\/p>\nIt has a different feel to it. Your employee could hear those words and not feel judged.<\/span><\/p>\nKeep asking more questions to get more information, before you graduate to a place where you get to a solution.<\/span><\/p>\n2. Active listening<\/b><\/h3>\n It\u2019s the skill of being able to be focused on what the person is saying. You\u2019re not strategising in your head.<\/span><\/p>\nListen from that place of curiosity.<\/span><\/p>\n\nYou\u2019re listening for what they\u2019re <\/span>not<\/span><\/i> saying.<\/span><\/li>\nYou\u2019re looking at body language.<\/span><\/li>\nYou\u2019re paying attention to their tone.<\/span><\/li>\nYou\u2019re not thinking about what\u2019s on your schedule next.<\/span><\/li>\nYou get gut instinct.<\/span><\/li>\n<\/ul>\nYou get all the clues to what\u2019s really going on.<\/span><\/p>\nIf you\u2019re going in with judgement, then you\u2019re losing out on information.<\/b><\/p>\n
You need to stay out of fix-it mode (for now).<\/span><\/p>\nIt sounds simple, but it\u2019s a lot harder to do in real life.<\/span><\/p>\nIt takes practice. It\u2019s a muscle you need to continually exercise.<\/span><\/p>\n3. Impactful questions<\/b><\/h3>\n It\u2019s an open-ended question that is designed to bring out the answer from within the person, so you get a really truthful, honest answer.<\/span><\/p>\nThese questions get them to dig deeper & go beyond the surface level.\u00a0<\/span><\/p>\nIt needs to be broad enough that you\u2019re not pointing them in a certain direction.<\/span><\/p>\nHere are some examples:<\/span><\/p>\n\n\u201cWhat are you willing to commit to?\u201d<\/span><\/li>\n\u201cHow does this affect you?\u201d<\/span><\/li>\n\u201cWhat\u2019s not working here?\u201d<\/span><\/li>\n\u201cWhat\u2019s missing for you?\u201d<\/span><\/li>\n\u201cWhat\u2019s important now?\u201d<\/span><\/li>\n\u201cWhat do you need next?\u201d<\/span><\/li>\n\u201cWhat\u2019s worth doing?\u201d<\/span><\/li>\n\u201cWhat do you need for support?\u201d<\/span><\/li>\n\u201cIf anything was possible, what would you do now?\u201d<\/span><\/li>\n<\/ul>\nThey\u2019re kind of visionary questions. It moves the employee\u2019s focus from problems to possibilities.<\/span><\/p>\nThat\u2019s one of the biggest wins that comes from coaching — your employees become part of the solution, instead of your biggest problem.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"Coaching helps your employees become aware of what needs to happen AND buy in. It encourages personal engagement and empowers the employee to have personal control over their performance. It\u2019s not about telling them what needs to be done. It\u2019s about helping them find their own answers. Whatever they end up doing will be more […]<\/p>\n","protected":false},"author":1,"featured_media":165,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[180],"tags":[],"yoast_head":"\n
3 simple skills for coaching employees to their potential - Stoke Growth Business Coaching<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n \n \n \n\t \n\t \n\t \n