Coaching conversations for managers can be difficult and that is why so few have them (or do them well.) If not done, an opportunity can be missed that would benefit the individual and the organization. If done poorly, the outcome can be negative for the parties involved.
Why Are Coaching Conversations Important?
Coaching is an important skill that helps employees become self-aware. Coaching conversations can turn constructive criticism and feedback into transformative learning opportunities for managers and employees alike. They help reinforce strengths, explore challenges, and help employees take responsibility for their actions and their own development. An organization that effectively uses coaching conversations will see increased performance, job satisfaction and morale, employee engagement, and strengthened relationships.
Managing versus Coaching
Part of the role of managers is to direct action, as in “do this.” And that is appropriate. However, if that is the sole approach that is used, employees may simply wait to be told what to do all the time. The focus of coaching, on the other hand, is to empower employees to take their own initiative; use their own insights and resourcefulness to accomplish the work of the organization.
How Managers Can Have Productive Coaching Conversations
Managers can use these tips to have productive coaching conversations:
- Identify the right time to have a coaching conversation. If an employee asks for some help, wants feedback, or simply a “reality check,” the time will be right to test your skills.
- Carefully listen to what they have to say without jumping in to give immediate direction. Some employees may need a lot of encouragement to speak freely.
- Ask good questions. These should be first open-ended questions, then probing or hypothetical questions. Understand their perspective. Respond thoughtfully.
- Talk about the next steps.
- Express your commitment to their continuous learning and progress
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