Join Lisa Gates for an in-depth discussion in this video Using Power Talk Practices, part of Coaching and Developing Employees.
What we've covered so far is an overview of the manager as coach model, along with examples of coaching in action with Michelle and Eric. The remainder of this course is built around PowerTalk practices, the tools you'll use for having short, frequent conversations with the people you manage. Whether you're having a quick walk-by conversation or one that's scheduled, you'll be naturally moving through most of the power talk practices. So let's take a brief look at each practice. The first practice is asking powerful questions.
As you've already seen with Eric and Michelle, open ended question help the brain storming and discovery process. The second practice is Listening. You'll be using active listening skills to understand the subject of the conversation, to reveal thoughts and beliefs, and to identify underlying issues or opportunities. Next is Challenge, the process of helping your employee think beyond an issue or to see new perspectives and head into bolder territory.
The fourth practice is action. This is what you'll do and by when. Your employee needs to generate their own next steps and actions. Now coaching would not be coaching without the fifth practice without accountability. This means holding your employees responsible for taking action and meeting deadlines. And finally the sixth practice is feedback. Together you review progress and take a look at successes and challenges, what's working, what isn't, and what's next. You'll be using most of the PowerTalk practices at some level in every conversation.
These practices will show up naturally in your coaching conversations. If you feel you're losing track of the focus, simply pause and say, I think we're drifting off topic. Remember you're guiding, not directing. At first, you'll have to consciously remind yourself to use the practices. But after a while, it can become second nature.
Lynda.com is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.
- Finding time to coach
- Establishing a relationship with your employees
- Asking powerful questions
- Becoming an active listener
- Maintaining accountability
- Using questionnaires and self-assessments
- Aligning professional goals with company objectives<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.