In this video, Lisa dispels common myths about coaching and shares why using key tools and practices saves precious time and benefits you, your employees, and your organization.
- Recently, I was coaching a senior VP whose goal … was to transition to the executive level as a COO. … And Sylvia was incredibly adapt … at analyzing a problem and pinpointing solutions, … but she was extremely frustrated with how slowly … her solutions were implemented, and how often … she ran into full stop resistance from her team. … Now, what we discovered was that Sylvia's command … and control style, and her need for speed, … was actually responsible for slowing progress … and productivity; She wasn't leading, she was running … five miles ahead of everyone, expecting them to keep up. … She told me she didn't have time for hand-holding, … and that was the first myth to bust: … That coaching is hand-holding. … So, coaching is not doing the work yourself … or telling people what to do step-by-step. … It's guiding, questioning, prompting, … and encouraging forward movement. … Most importantly, it's inspiring people … to take ownership of their work … and their careers, and that leads right …
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.