The obvious answer to the above question is to set up regular coaching sessions with all of your direct reports. During these coaching or routine check in sessions, help all involved recognize that coaching is a structured dialogue about purpose, strategy, relationships. It involves questions, analysis, action planning and follow through. In essence, coaching happens with you, not to you.
What we some times forget in the process of routine coaching and development time is that one goal of this process is to create improved role clarity, job clarity, and priorities clarity. However, there is something else I have noticed when people receive regular coaching. The more they are coached, the better the coaching becomes. In short, the experience of coaching and being coached has a cumulative impact.
Along with routine coaching, another element to successful coaching takes place when we help people set goals and teach them how to prioritize. One element of this process is to check to make sure those who are receiving coaching can differentiate between a check list and a goal. In simple terms, a checklist is binary and focuses on done or not done. A goal on the other hand has a clearly defined WHY element to it, and generates clearly defined results or desired outcomes.
Having coached people for over thirty years, I have learned that people want to be heard, and they want to be respected. People are always doing their best with the tools they have. And when possible, they always want better tools and better understanding if it allows them to deliver better outcomes. Therefore, we as leaders need to remember that operational and financial results happen when we have the right people in the right jobs, creating and executing the right business strategy, and with the right kind of routine coaching and development.
This week, put that combination of elements together and you will always have a winning season.
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