Workplaces are communities, built around the relationships we have with our peers. Leaders are able to use their privileged positions to attain goals by becoming pillars of the community and reaching out to many people to help build their abilities. But while making this transition to coaching, how do we balance those goals?
Listen effectively
Introduce this to your team, there is something about listening attentively and focusing 100% on what someone has to say. In an office space filled with moving parts, do you take the time to close your laptop and listen to someone, or continue to type away as someone talks to you and stop only to respond?
As we know, only 7% of communication comes from hearing the words themselves, the rest being the tone of the words and non-verbal communication. We like to be listened to and things like eye contact really communicate to people the willingness to work on building relationships in ways that work for all parties.
Most effective leaders become effective listeners just by removing anything that could divert attention. Try it today, at home, with colleagues, with strangers asking for directions. Close your laptop and listen, put down your device and make people feel heard and seen.
Ask the right kind of questions
Ask open questions that can’t be answered by yes, no and maybe. Start each question with words like: how, when, where and who so that the coachee with have a platform to expand their thoughts. Instead of “are you well?” try “how are you feeling?”
Ask more questions to clarify and flash issues out. Do not be afraid to get in deep while keeping it relevant and not just out of personal curiosity.
Use silence. Allow a few seconds after the coachee stops talking before asking the next question. This thinking time will also allow the respondent to add more details if they so choose.
Avoid asking leading questions to lead the answers to your desired response. It is very important to avoid having an opinion that could coerce the individual’s responses. Help them come up with their own solutions, learn from their mistake and reduce chances they’ll repeat the same patterns next time.
Spend time with employees one-on-one regularly
Because coaching is about developing individual capacity, you’ll need to spend sessions with each coachee to bring out the best in them. This requires a consistent routine and commitment to spending time understanding how you can support them best. This will promote better understanding of what is being achieved, enable continuous improvement and renew willingness to learn and grow.
“The most effective way to expand its reach throughout the organization is to develop internal coaching capacity and develop managers and leaders as coaches.”
Use of coaching style is on the rise according to a survey by The Conference Board. Organizations no longer view coaching as a perk of upper management. It has become a necessity for their broader employee population as it is continuous and on the job. In my experience, coaching contributes to a healthier overall culture in the organization (community) and provide many opportunities for promotion (building ability). It is vital that upper management encourage the use of coaching style of leadership throughout organizations in combination with a culture and policies that enable developed individuals to thrive with their newfound empowerment and responsibility.
For coaching, send inquiries to bookings@murtazaversi.com / info@murtazaversi.com