Someone Coachable

“I’m not too worried about experience, I just want someone coachable for this role.” 

It’s important to know yourself and your ability to deliver coaching…

How do you determine your approach when recognizing the need for one or several of the following?

Coaching: Setting goals and asking powerful, open-ended questions while allowing the other person the time and space to answer. Firmly believing the other person has the answers and can get unstuck to achieve their goals. Occasionally offering an example of how someone may have achieved something similar in the past.

Enablement: A measurable plan for success with objectives and key results defined. Example: when we’ve reviewed this material together, you will be able to X and here is where you can reference these concepts in the future.

Setting Direction: Being clear about outcomes and allowing the team or team member the freedom to define their own path to that outcome. Sharing what others may have done in the past as suggestions or lessons learned.

Mentoring: Listening to the other person’s depiction of their current state. Understanding how they got there, offering differing perspectives and advice based on past experiences. Offering contacts and making recommendations.

Try keeping each of these communications styles intentional and separate in your next employee interaction. Perhaps you’ll never get into a mentoring relationship - and that is okay. Communication is everything.

Contact BHC to learn more about our coaching practice for leaders, groups and personal success.