{"id":4258,"date":"2024-01-25T14:49:39","date_gmt":"2024-01-25T19:49:39","guid":{"rendered":"https:\/\/4forward.com\/?p=4258"},"modified":"2024-07-16T12:08:36","modified_gmt":"2024-07-16T16:08:36","slug":"coaching-skills-for-managers","status":"publish","type":"post","link":"https:\/\/4forward.com\/2024\/01\/25\/coaching-skills-for-managers\/","title":{"rendered":"Coaching Skills for Managers"},"content":{"rendered":"

I<\/span><\/span><\/p>\n

mproving your coaching skills as a manager is crucial, as it enables you to lead with empathy, insight, and a focus on growth for both individuals and the team. Let\u2019s explore how you can build those skills.<\/p>\n

According to Daniel Goleman, there are six styles of leadership. A leader isn\u2019t defined as being one style or another\u2014a good leader employs whatever style is necessary, given the situation.<\/p>\n

Which of these styles do you think is the most underused?<\/p>\n

    \n
  1. Visionary \u2014 mobilize people toward a vision<\/li>\n
  2. Coaching \u2014 develop people for the future<\/li>\n
  3. Affiliative \u2014 create emotional bonds and harmony<\/li>\n
  4. Democratic \u2014 build consensus through participation<\/li>\n
  5. Pacesetting \u2014 expect excellence and self-direction<\/li>\n
  6. Commanding \u2014 demand immediate compliance<\/li>\n<\/ol>\n

    If you chose coaching, you\u2019re right! Because coaching doesn\u2019t have the same immediacy as the other leadership styles, both in terms of necessity and results, it tends to get neglected.<\/p>\n

    This can be detrimental to your organization. Daniel Goleman says leaders who master four or more styles\u2014especially commanding, democratic, affiliative, and coaching\u2014have the best climate and business performance.<\/p>\n

    Many leaders report they don\u2019t have the skills to effectively coach their employees. But a leadership style is a tool, not a personality trait, and thus can be learned.<\/p>\n

    Developing a Coaching Habit<\/h2>\n

    Michael Bungay Stanier, author of The Coaching Habit<\/a>, says coaching should be a daily, informal act, and if you know which questions to ask, you can coach someone in 10 minutes or less. It\u2019s about helping your team members quickly figure out their own paths, while sharing your advice and wisdom in the right dosage at the right time.<\/p>\n

    His seven essential Coaching questions begins by opening up the conversation, and ends on a positive note:<\/p>\n

      \n
    1. The Kickstart Question<\/strong>
      \nThe Kickstart Question<\/em> opens things up\u2014for example, \u201cWhat\u2019s on your mind?\u201d<\/li>\n
    2. The AWE Question<\/strong>
      \nBy asking the AWE Question <\/em>(\u201cAnd what else?\u201d) you ensure that you and the team member are not missing something important, and you generate more content for the next five questions.<\/li>\n
    3. The Focus Question<\/strong>
      \nThe Focus Question<\/em> (e.g., \u201cWhat is the real challenge here for you?\u201d) begins to narrow the topic, and again supports the next few questions.<\/li>\n
    4. The Foundation Question<\/strong>
      \nThe Foundation Question<\/em> takes us to the heart of the matter so that our attention is where it needs to be. Some examples: \u201cWhat do you want?\u201d or \u201cWhat do you really want here?\u201d<\/li>\n
    5. The Lazy Question
      \n<\/strong>By asking the Lazy Question <\/em>(\u201cHow can I help?\u201d), we learn what the person wants us to do (e.g., listen, support, encourage).<\/li>\n
    6. The Strategic Question<\/strong>
      \nThe Strategic Question<\/em> is \u201cIf you are saying Yes to this, what are you saying No to?\u201d This question helps the team member acknowledge trade-offs, and values.<\/li>\n
    7. The Learning Question<\/strong>
      \nThe session ends with the Learning Question<\/em>, which reinforces knowledge and closes the conversation on a positive note. For example, \u201cWhat was most useful or valuable here for you?\u201d<\/li>\n<\/ol>\n

      Coaching is a leadership style that generates a positive climate. When you develop a coaching mindset, you focus on your employees\u2019 potential and their continuous development, building a stronger, more independent team.<\/p>\n

      So what coaching habits do you need to develop?<\/p>\n

      Coaching Questions for Leaders<\/h2>\n

      Questions are the most important ingredient in coaching. Leadership and management development expert Dan McCarthy says coaching isn\u2019t telling the employee what to do \u2013 it\u2019s helping the employee come up with his or her own answers by asking the right question at the right time.<\/p>\n

      In his post 70 Awesome Coaching Questions for Managers Using the GROW Model<\/em><\/a>, he categorizes the important questions to ask within the GROW framework.<\/p>\n

      By matching powerful questioning with deep listening, managers can help their employees improve performance, solve problems, make better decisions, learn new skills, and reach their career goals.<\/p>\n

      GROW Coaching Model for Managers<\/span><\/h3>\n

      Working within the parameters of a time-tested framework is one way to understand the coaching process. GROW, an effective model for coaching that\u2019s been around for more than 30 years, stands for:<\/p>\n

      Goal setting: <\/b>define the short- and long-term goals<\/p>\n

      Reality:<\/b> explore the current situation<\/p>\n

      Options:<\/b> identify and evaluate different action strategies<\/p>\n

      Way forward:<\/b> what will you do by when?<\/p>\n

      The GROW coaching model has been described as a journey<\/a>\u2014deciding where you\u2019re going (goal), knowing where you are now (reality), exploring the various routes to your destination (options), and committing to arriving there (way forward), while preparing to meet the obstacles along the way.<\/p>\n

      How to Improve Coaching Skills for Managers<\/h2>\n

      Interested in hands-on, interactive training for your team? Consider Manager as Coach<\/em><\/a>, our in-person or virtual team training solution. Contact us <\/a>to learn more.<\/p>\n<\/div>

      <\/div><\/div>

      Share This Story, Choose Your Platform!<\/h4>
      <\/i><\/a><\/span><\/i><\/a><\/span><\/i><\/a><\/span><\/i><\/a><\/span><\/i><\/a><\/span><\/i><\/a><\/span><\/i><\/a><\/span><\/i><\/a><\/span><\/div><\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":7,"featured_media":4259,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[85],"tags":[],"class_list":["post-4258","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coaching"],"yoast_head":"\nCoaching Skills for Managers | 4Forward<\/title>\n<meta name=\"description\" content=\"Enhance your managerial coaching skills. 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