5 Tips for Successful Coaching Coaching is one of the most effective methods for leaders to use for performance improvement and for employee engagement. Not only does it help the individual develop and grow, but it shows that we are willing to invest in them and that we believe in their potential. Effective coaching leads to employees who are more proficient, work more independently, produce higher quality work and are more motivated. Successful coaching also increases the performance and ability of the team as a whole. Here are 5 great tips on coaching for success. 1. Give Team Members a Chance to Self-Assess First. Before offering your own insights, always give team members a chance to self-assess. Encouraging self-assessment assists in several ways. First, it encourages improvement even when you are not coaching. It also allows you to determine why the employee may not be performing as desired. For example, it may reveal that they don’t know they’re doing something incorrectly. Self-assessments also help team members build self-esteem. It reinforces the idea that you, as their manager or leader are listening to them, value their views, and consider them an important part of your team. It also increases the chance that problem behaviors will change. If an employee is not identifying areas that you identified (or has identified them incorrectly), use increasingly specific questions to allow the employee to self-assess, if possible. This allows you to determine if the employee doesn’t know what’s expected, doesn’t have the skill, or simply chooses not to demonstrate the skill. Before moving on to other parts of your coaching session, be sure to reinforce the correct self-assessment. Defer or redirect inappropriate or incorrect self-assessment. 2. Next, Use Assessment Tools. There are different types of assessment tools that you can use to get even more information on the person. Their talent zones, development opportunities, blind spots and hidden potential. You can use psychometric questionnaires, potential assessments or 360° feedback tools. When you use an assessment tool on top of the self-assessment and your own observations, it adds objectivity and more in-detail information to help identify the focus and next steps. At KCC assessments are one of our specialties, we call these “x-rays”. 3. Limit the Focus. In coaching sessions, it’s best to focus on approximately two strengths that can be leveraged and about two areas for development. Limiting the discussion is critically important for several reasons. First, focusing on just two areas for development helps ensure that the team member reaches proficiency. Adopting new procedures or breaking incorrect patterns is a challenging process. Adding too many changes to a team member’s to-do list all at once is likely to cause more frustration and confusion than success. It’s better to start with the two most important areas for improvement and focus on them to build that success and confidence. Once those areas have improved, there’s a positive track record showing improvement which will energize your team member and encourage them to continue increasing their proficiency. Once [...]
How to Build Your Ideal Team One of the best and sometimes trickiest parts of being a leader is having the opportunity to build your ideal team. Choosing the right employees can make a huge difference in the success of your company. Employees represent and translate your company's values to your clients. What do you look for in an employee? You probably already have an idea of the education or skillset you're looking for. But how do you determine if a person has the right personality or work ethic to be a great fit for your team? When interviewing prospective employees, always try to notice their energy level and to understand their motivators. Does he seem passionate about he's saying? Is she eager to put her skills toward the job? Build Your Ideal Team with the Right Values and Motivation Ask questions about what drives the person. Do his or her values line up with what's important to your organization and objectives? It's important to choose people who value your ideas and goals. People will respond to genuine connection. You'll also want to build your team to include people with a team mindset. Individuals with this mindset will be problem-solvers because they're invested in the success of the team. They'll look for ways to improve their part of the process because it benefits them and benefits the team as a whole. Ask potential applicants how they have handled workplace problems in the past. Did they deal with things in a way you'd like issues to be handled when working for you? Choosing People with Potential to Build Your Ideal Team Further As you meet with applicants, consider not only the current needs of your business, but what you hope to achieve in the next several years. Find individuals who suit your company today and can help you achieve those longer term goals. Look for their potential for the short term as well as future roles. Is this someone who could someday be a manager? Someone who might have explosive sales potential? Remember to hire for ATTITUDE first, as you can always develop SKILLS later. Tools to Help You Build Your Ideal Team One quick way to uncover this and other critical information about individuals is to offer them a Work Personality Index. This personality questionnaire takes about 20 minutes and provides a comprehensive assessment of work behavior. Collect behavioral data on a person's energy and drive, work style, ability to work with others, ability to deal with stress and managerial potential.