Learn how to revive mediocre coaching conversations. Lisa Gates outlines five questions you can ask to avoid those conversation pitfalls. Gauge if you're coaching someone who is coachable, and if coaching is relevant, simple, challenging, and structured.
- You may have noticed that from time to time…your one-on-one conversations flat line.…Everything feels sort of scratchy and hard.…Your coachees keep missing meetings,…or they're not taking their goals…and accountability seriously.…And so, maybe you default to telling people what to do.…Because you just want to cut to the chase and get things done.…So, I want to give you a set of five starting questions…to help you avoid those pitfalls.…We're going to look at coachability, relevance, simplicity,…challenge, and structure.…
So, here's the first question.…Is your employee coachable?…I've got news for you, not everyone is coachable.…Some people are just flat out resistant…and see coaching as punitive or invasive,…or a waste of time.…And some people aren't willing or able…to be self-reflective.…We're going to cover this topic in depth later on,…but let's start with this.…Spend your precious time with coachable people.…Okay, the next question is,…is coaching relevant?…Now, this is really all about the why,…your why and your coachees why.…
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- List three strategies to assess an individual for coachability.
- Identify the essential elements of a coaching contract.
- Recall the three levels of accountability.
- Distinguish among the three levels of listening.
- Summarize strategies for coaching a low-performance employee.
- Summarize strategies for coaching a high-performance employee.