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Executive Coaching for Your Team

If you want to go fast, go alone. If you want to go far, go together.

Business coaching has gone from fad to fundamental. Leaders and organizations have come to understand how valuable it can be, and they’re adding “the ability to coach and develop others” to the ever-growing list of skills they require in all their managers. In theory, this means more employee development, more efficiently conducted. But in reality, few managers know how to make coaching work.

If you take the time to consider how often staff members seems ‘stuck’ or unproductive, then consider how often those topics actually arise in a staff meeting or even a one-on-one meeting, it is no wonder why things don’t run as efficiently or effectively as they could…or should.

Imagine a staff that worked independently and cooperatively with other team members to constantly provide the best possible results of every project, without leaders having to consistently micromanage daily tasks…imagine now, how effective and efficient you would become with your own responsibilities.

How Coaching Works.

Coaching focuses on helping another person learn in ways that let him or her keep growing afterward. It is based on asking rather than telling, on provoking thought rather than giving directions and on holding a person accountable for his or her goals. Broadly speaking, the purpose is to increase effectiveness, broaden thinking, identify strengths and development needs and set and achieve challenging goals with these five strategies.

1) Building the relationship. It’s easier to learn from someone you trust. Coaches must effectively establish boundaries and build trust by being clear about the learning and development objectives they set, showing good judgment, being patient and following through on any promises and agreements they make.

2) Providing assessment. Where are you now and where do you want to go? Helping others to gain self-awareness and insight is a key job for a coach. You provide timely feedback and help clarify the behaviors that an employee would like to change. Assessment often focuses on gaps or inconsistencies, on current performance vs. desired performance, words vs. actions and intention vs. impact.

3) Challenging thinking and assumptions. Thinking about thinking is an important part of the coaching process. Coaches ask open-ended questions, push for alternative solutions to problems and encourage reasonable risk-taking.

4) Supporting and encouraging. As partners in learning, coaches listen carefully, are open to the perspectives of others and allow employees to vent emotions without judgment. They encourage employees to make progress toward their goals, and they recognize their successes.

5) Driving results. What can you show for it? Effective coaching is about achieving goals. The coach helps the employee set meaningful ones and identify specific behaviors or steps for meeting them. The coach helps to clarify milestones or measures of success and holds the employee accountable for them.

With the right Coach for your organization, individuals and groups will strive to build new skills and achieve goals. And your business will be on track to a more efficient, and effective means of achieving financial growth.

Call or email today to find out how Geller Coaching can help your organization tap into its’ true potential.

Lesley@GellerCoaching.com          609-575-7717

 

By Candice Frankovelgia