2 Easy Steps to Transform from Manager to Coach

March 28, 2018 • 5 minute read • by Saeed

“The most difficult thing is the decision to act, the rest is merely tenacity.” ~ Amelia Earhart

At the core, coaching is a more powerful form of communication and engagement. This richer form of communication begins by asking better, well crafted questions that focus not on the problem or the solution but on the individual and their process.

If you are a manager, this means getting off of your agenda for a moment and taking the time to better understand your direct report’s point of view. It means respecting their point of view and then together, co-creating a new possibility that would support your shared goals. It is about providing them with the space as well as the ability to tell you what they want or need. And this can happen during every conversation you have.

Coaching is the single most important managerial competency that separates highly effective managers from garden variety supervisors. Here are two steps that form the foundation of coaching to transform you from manager to coach.

Step 1: Ask Powerful Questions

To ensure you have a solid foundation to build from, you will need to start with a baseline of best practices, and then, over time you can make it your own by leveraging your own style, strengths and personality into your coaching.

Coaching engages a process of mindful conversation through powerful questions.

The right questions tend to show up naturally and organically within each conversation. The best coaches have attuned their listening skills to find the right question at the most appropriate time to unlock a key insight. This is both an art and a skill that must be practiced over and over to do well.

When this process of mindful inquiry is deployed against problems in a consistent manner not only are the ideas and solutions generated more meaningful, but there is a level of self-reliance and empowerment created in the individual that has lasting impact.

There are two main types of questions, OPEN and CLOSED. Closed questions are less useful in coaching because they only promote a “yes” or “no” response. Open questions promote discovery and stimulate thinking. They are therefore ideal for coaching.

Open questions are ones that start with what, where, when, how, and who. Aim to avoid the ‘why’ question which can be seen as aggressive and stimulate a defensive response. There are three specific types of open questions you may find helpful when coaching. They are:

1. Clarifying questions: “What else can you tell me about that?”

2. Creative questions. “What if the possibilities were limitless?”

3. Process questions. “How would you approach that from a different perspective?”

The best way to get someone to self generate ideas and solutions is by asking them, which is why powerful questions are so critical. And powerful questions are the key to helping individuals unlock their own potential.

Step 2: Foster Action and Accountability

Gaining insight into your own process is one side of the coin. It is half the story. The other side is acting on the solutions you generate.

In coaching, the desired solution is generated by the individual, not the coach, as they begin to better understand their own process. The magic of this method of engaging employees is that when they generate the solution, they also own it. And if they own it, we’re more apt to act on it.

Accountability increases the positive impact of coaching conversations and solidifies solutions and actions towards desired results.  Holding people accountable is about being clear, following up regularly, and having honest conversations when their commitment is wavering. Again, their process is more important than what they did or didn’t do. In coaching, you are always seeking to tap the roots, not swing from branch to branch.

A Final Word

At most companies, coaching isn’t part of what managers are formally trained to do. To foster higher levels of satisfaction and engagement, managers and employees should be having regular communication around growth and development. The best method to do this is coaching. It’s a powerful experience to create a resonant connection with another person and help them to achieve something they care about and to become more of who they want to be.

Without these regular conversations, employee growth is stunted. So is engagement and retention. Starting today, you can be significantly more effective as a manager — and enjoy your job more — by engaging in regular coaching conversations with your team members.

To do so effectively, you must understand what drives each person, help build connections between each person’s work and the organization’s mission and strategic objectives, provide timely feedback, and help each person learn and grow on an ongoing basis.

Starting today, create and sustain a coaching partnership that is focused on moving forward positively, listening deeply, asking powerful questions and building accountability.

Good luck.

Wait! Before you go…

I really appreciate your readership. If you found this article valuable, please like, comment, and share it with your network so that it can benefit others.  I also invite you to FOLLOW ME on LinkedIn or subscribe to my BLOG to receive exclusive content not found here.

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The most compelling reason I can think of is this: I believe what I write and I write what I believe. By that I mean your life is a reflection of you. If you want to change your life, you have to change yourself. If you want to change the world, you have to be that change. I see myself as an alchemist of ideas writing at the intersection of personal, professional, and organizational development to help readers be the most effective human being they can be in order to create lasting impact in the world.

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©2018 – All Content by Saeed H. Mirfattah, M.A.

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