4 Tips to Elevate your Coaching with Lisa Brownlee
Coaching is one of the key activities that help individual employees bring out the best of themselves to the table. It helps in maximizing their performance by making the best use of their abilities. A good coach helps the trainees to focus on the work they are doing. He facilitates them in every way he can so that they would improve their work by themselves. It can be a hard job sometimes because it’s a two-way street. The coaching will only be effective if the employee and coach are both receptive to the learning. They need to be willing to make improvements.
In this episode, we covered:
- How to coach your people
- How to motivate and put your people to their highest performance
- What is the proper coaching
- How to be an effective coach
- What is LACE and what this affects your coaching technique
- And much more!
The main problem with the success of the process is that it makes the employees vulnerable when they accept coaching on something. They have been doing the same job for years and now they don’t want to change their practices. It might be because they are stubborn or maybe they don’t want to change at all. In any case, the coaching piece becomes very difficult and Lisa Brownlee has some tips to help you with that. The first tip is lead-in which means that the coach should be willing to take the first step.
The initiative might be from the employee as well. He might be stuck at something and ask for help by admitting that he needs certain knowledge to solve a problem. Sometimes, managers identify the need of coaching for their staff as well because they realize the importance of change. No matter who starts the conversation, the idea is to make the employee comfortable so that he would be receptive to coaching. The next tip is Assessment. The managers need to know what are the strengths and weaknesses of an employee before they just blindly start their coaching. They need to know at what level is a particular employee in terms of skills and experience?
Once they know what kind of coaching will someone need, they can assign the resources to help them in the ways they would want. The assessment can be done by looking at previous performance records of the employee or by any other means at disposal. The main purpose is to build a trust relationship so that everyone knows what needs to be done. The next tip is to consider options when it comes to coaching someone. The managers should encourage the employees to explore and come up with their own ideas to unlock their true potential.
When they decide what to do differently to improve their skills, there is a different level of motivation involved there. The last tip is to follow up on the expectations. It means that after a 2 certain period of time, the coach and the employee should discuss the measurement of performance so that they would know if they were successful in achieving the set goals or not. There should be some accountability and everyone should work as a team to help the team members reach where they need to be. It all starts with self-awareness and assessment.
If you liked this, you might want to check our other episodes with Lisa Brownlee.
- HP Reliability
- Can you Delegate Reliability?
- 5 Tips to Communicate Effectively
- 5 Tips to Delegate without Fear
- James Kovacevic’s LinkedIn
Lisa Brownlee Links:
- Lisa Brownlee Linkedin
- Leaders Imago FB
- Book: Zapp! The Lightning of Empowerment: How to Improve Quality, Productivity, and Employee Satisfaction by William Byham & Jeff Cox
- Book: Coaching for Performance by John Whitmore
Rooted In Reliability podcast is a proud member of Reliability.fm network. We encourage you to please rate and review this podcast on iTunes and Stitcher. It ensures the podcast stays relevant and is easy to find by like-minded professionals. It is only with your ratings and reviews that the Rooted In Reliability podcast can continue to grow. Thank you for providing the small but critical support for the Rooted In Reliability podcast!
Leave a Reply