What many managers fail to recognize is that a qualified and motivated team is developed and sustained through consistent coaching. In fact, the Manchester Consulting Group found that managers reported all of the following positive impacts of coaching:
Relationships 77%
Teamwork 67%
Job Satisfaction 61%
Productivity 53%
Quality 48%
Frequency Matters
Based on the research of Buckingham and Goodall (Nine Lies About Work, 2019) “…leaders who checked in once a week see, on average, a 13% increase in team engagement…” And, “…those who check in only once a month see a 5% decrease in engagement.”
Do You Coach Enough?
Ask yourself the following three questions:
- When was the last time a member of your team needed coaching about a performance issue?
- Did you provide the feedback, or did you hope the team member would self-correct?
- If you did not provide feedback, did the issue resolve itself, stay the same, or deteriorate?
If you haven’t yet provided the coaching, you’re not alone. Managers often delay (or even avoid) these difficult conversations for a variety of reasons, such as:
- Lack of time
- Insufficient coaching skills
- Fear of a negative reaction
- Belief that it won’t make a difference
While all these obstacles are valid, they can be overcome by focusing on your coaching attitude and skills.
My Team Doesn’t Want Coaching
A common misconception about coaching is that it is only useful as a corrective tool. Coaching can easily be mistaken for constructive feedback. If every time you have a “coaching” meeting with your staff it is about corrective action, then of course they don’t want coaching!
While constructive feedback is an important aspect of coaching, it is not even half of the equation. Coaching consists of constructive feedback, positive feedback, and questions that help people move forward in their development.
Positive feedback is at least as important as constructive feedback. In fact, according to research, the ideal ratio of positive to constructive feedback is 5:1! Positive feedback reinforces success, boosts confidence, and increases motivation.
Incorporate Powerful Coaching Questions
One way to Incorporate powerful questions into your coaching conversation is to follow the GROW model. Each part of the model begins with a question that the coach asks:
- Goal: What are your objectives?
- Reality: Where are you now?
- Obstacles/Options: What might be getting in the way of reaching your goals?
- Way forward: What actions will you take and by when?
Coaching Provides a Win-Win-Win
As you begin to incorporate consistent coaching, you’ll find yourself developing as a leader and manager, your team members will appreciate your commitment to their development, and your company will benefit from your team’s increased performance. Coaching really does provide a win-win-win.
Click the link to learn more about BRODY’s Coach with Courage training.