How to have Coaching Conversations
If you have spent time researching leadership styles, you’ve likely found that directing a team using an authoritative style is becoming a thing of the past. Instead, leaders are becoming more flexible in their approach, utilising different communication skills to support and develop their team’s performance. One such skill which is proving effective time and time again, is having coaching conversations. Coaching conversations are used by many of the best leaders to:
Develop team members’ skills, knowledge, and expertise
Help identify the strengths and weaknesses of team members to work with them to overcome any challenges
Promote a positive and collaborative working environment that boosts morale, motivation and resilience
Where to start
Open and inquisitive communication! Effective coaching conversations use open-ended questions to lead your team member to their own realisations, rather than directing how you think something should be achieved. These can include questions such as:
What and why?
Tell me more about…?
Why do you think…?
What else could have been done?
It’s also helpful to use a framework to ensure your coaching conversations are not just inquisitive, but also leading to change, action and development.
1. Identify the issue
This might be an issue that you have identified your team member is struggling with, or one they have identified and asked for help. Use active listening to gain a real understanding of what they may be struggling with, its root cause and the thought process behind it.
2. Set goals
Once you and your team member are clear on the issue, set clear goals for them to develop. We’ve shared a post that outlines how to set goals effectively in order for them to be achieved.
3. Reality check
Consider what is currently being done and what needs to be done for the goals to be achieved. This could be a deeper dive into actions your team member has taken to develop and what results it has (or hasn’t) produced.
4. Evaluate options
With information gathered, work with your team member to identify different approaches that can be used and what additional help and support they would need to develop.
5. Move forward
Change and development is more than just talk, it requires action too. Explicitly ask your team member what immediate and longer-term actions they are going to take to develop, and gain their commitment. Be prepared to revisit their progress regularly and have follow up conversations (in a coaching style, of course) to ensure they are staying on track!
Top tip: As you read through the points above, think about some open-ended questions you could ask to draw out the information you need. And remember, if you find yourself doing most of the talking, your conversation is likely not going to be hugely effective from a coaching point of view. Consistently check in with yourself and your role in the conversation to keep it question-focused and collaborative.
