| Coaching
is often thought of as a way to help a
person who needs “fixing.”
This attitude will usually produce wrong
results, such as the person being coached
becoming dependent on the coach, which
can promote feelings helplessness.
Tip:
A person can often find the answers if
you help them ask the right questions.
Giving an answer may not be the best way
to help someone, especially if the situation
that prompted the question may come up
again. The key of coaching is to guide
that person to be a better problem solver
than they were prior to being coached.
A person needs to think through the problem
to learn that they can solve it! Coach
from that attitude. You will build the
person’s capability and help them
own the answers!
Example:
Debbie tells you, “I am having trouble
with the effectiveness of my meetings
with my staff. What should I do?”
You coach Debbie by asking such questions
as: What do you want from the meetings?
What is working? What is not working?
What is your vision for the staff meetings?
What would be the value of sharing what
you want from the meetings from your staff?
What specific ways could you involve the
staff in creating the type of meetings
you want? What will be the value of involving
their ideas? What specific actions are
you going to take as a result of our time
together?
Action
Idea:
Ask powerful questions that help
people find their own solutions and you
help people help themselves.
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