1.21 When can we use Coaching?

When can we use Coaching?

Coaching is just one tool that a manager must use to be successful. Used in the right situation at the right time, coaching can make the life of a manager immensely easier. Conversely, a manager will end up extremely frustrated if they try to coach employees who need something else from their manager, whose situations do not call for coaching, or who flat out donu2019t want to be coached. Learning how to recognise when and when not to coach is just as important as learning how to coach.

Employees typically struggle because one of three things is in their way:

Skills and Abilities

They currently lack the skill or ability to complete the task at hand; this relates to Aptitude.

Themselves

They currently lack the motivation, focus, confidence, or commitment to complete the task at hand; this relates to Attitude

Outside Factors

They currently are being affected by things that are largely outside their control, such as not having the Available Resources, or poor relationships with various stakeholders and colleagues.

If an employee needs to develop specific skills and abilities, coaching is not the answer.

To check whether coaching is the right thing to do first ask yourself this question:

Is this about Aptitude?
Is there a lack of skills or ability getting in the way of my team members success?

If the answer is u201cyes,u201d then your answer to whether or not this is a coaching situation is u201cno.u201d

If, in fact, the answer to the first question is u201cnou201d or u201cnot really,u201d next ask yourself:

Is this about Attitudeu2014their confidence, commitment, enthusiasm, focus?

If the answer is u201cyes,u201d then you have a situation that is primed for coaching. You will want to create a dialogue that helps the employee become aware of what they are doing and then help them develop an alternative action that will lead to better resultsu2014in short, coach them.

Is this about an outside factor getting in the way of success (i.e., lack of Available Resources, changing market conditions, poor relations with another stakeholder(s), or lack of direction or support from me)?

If the answer to this question is u201cno,u201d you need to re-evaluate the answers to all three questions because, chances are, youu2019ve missed something along the way.

Does the employee have the skills and abilities to effectively deal with the outside factors in order to be successful?

Does the employee have difficulty dealing effectively with the outside factors despite having the skills?

The answers to these questions will lead you down the same path as before.

If the employee needs skills, teach them, but be sure to do it while utilising coaching skills such as concern and listening.

If they need help with their attitude, coach them, but be prepared to offer suggestions and teaching tips along the wayu2014dealing with outside factors can be tricky and there may be some skills you can teach as you go.

The answers to these questions will lead you down the same path as before.n

nIf the employee needs skills, teach them, but be sure to do it while utilising coaching skills such as concern and listening.

nnIf they need help with their attitude, coach them, but be prepared to offer suggestions and teaching tips along the wayu2014dealing with outside factors can be tricky and there may be some skills you can teach as you go.

Enter your email below to access our FREE taster courses


By submitting your email address, you confirm you would like to access the free WELL Training taster courses.

We will not pass on your email address to anyone else. Further details are available on our Privacy Policy - please click here to view the policy.