Leadership Coaching and Its Facts

Aside from training, the guts to take up touchy topics, knowledge of skills, and time are also required in effective coaching.

We need to keep our cool when a member of the team falls short. It's normal to encounter conflict when we attempt to coach somebody into working better. Coaching is no small task. But the end are worth the effort if we're determined and rigorous at using coaching strategies.

The Eight Step Coaching Model is actually more than just coaching steps, instead, it's made up of skills that mainly concentrate on behaviors.

Step one, Be Supportive, for example, is primarily about offering recognition and listening. On the other hand, Define the Topic and Needs - step two - concentrates on the supervisor's skill to inquire, provide feedback, and clarify expectations.

The word "step" in the Eight Step Coaching Model should not be misunderstood. It doesn't mean that you need to go through every step every time you coach a representative. "Step" implies a conceptual sequence, a progressive development process as you coach.

Quick coaching is required in some circumstances. In these cases, you can focus on the topic and plan. Yet other circumstances will need you to spend time to discuss more steps and concentrate on more skills.

If you wish to speak with an employee on a wider topic, like teamwork, goal attainment, or involvement in meetings, you'll definitely have to spend more time and cover more skills or steps. The secret is to be flexible. You must know the steps or strategies thoroughly and then take from the steps what are appropriate for every event. You become at ease in time by using the Eight Step Coaching Model constantly. The more you experience the model, you barely realize that you're even following a process. 

Do not be misled by the terms. Think of it as a process that has specific factors or skills and don�t look at coaching as a strict, formal process. In one study, we found that supervisors were thrice as likely to use the Eight Step Coaching Model in spontaneous and informal applications than in stiff, rigid, lengthier discussions.

A formal coaching allows you time to plan in advance, so you can review the model and pick which steps you could apply for the situation. During unexpected coaching, though, you can just select the steps that's right for the moment and improvise as you progress.

Research shows that a lot of representatives leave companies because of rifts with their supervisors. Effective leadership coaching allows you to foster an excellent working relationship with your employees. Not coaching is the worst thing that a supervisor can do.