Tag leadership coaching

Of all the jobs a manager/leader has, one that we often feel we could do better, is coaching.

Experience shows that it is the part of the role we often feel gets ignored or isn’t done as well as we’d like. Your employees, especially those who work remotely, most likely agree with you.

So, what can we do about it?

Here are some things you can do to make your coaching more effective when you can’t be face-to-face.

Decide to have a real coaching conversation.

A coaching call is not a “check-in.” Good coaching requires focus on both ends of the line, planning, and attention to detail. Look at it this way: if you were going to coach someone in the office, you’d take them somewhere private. You’d sit down, maybe have a moment of casual conversation and demonstrate relaxed, positive body language.

When coaching virtually, the same things apply.  Be somewhere you both can relax and not be distracted. Take enough time that you’re able to engage in some social conversation before you dive in. Any conversation that starts with, “Let’s not waste time, let’s get down to business,” is probably going to restrict real conversation and the chance to explore what’s going on with the other person.

Read How Silence Is Critical To Good Conversations

Make coaching conversations as rich as possible.

Coaching can be an emotional experience. When we are face to face, we can hear the tone of the person’s response as well as their facial expressions and body language. The best results happen when you’re having rich, real-time conversations. For that reason, you want to have as “rich” a conversation as possible.

You want to make sure you are communicating effectively, and are understood, and any unspoken objections or questions get surfaced. This is almost impossible to do over the telephone alone, so use your webcams. Get both parties used to the idea of being on camera when the stakes are low and the conversations casual, so you’ll both be less self-conscious when your discussions get deeper and more important.

Read How Coaching Is More About the Person Than The Problem

Have a list—but not a checkbox.

A rich, constructive coaching conversation has a lot going on. You need to know what you’re going to discuss, have supporting evidence or questions you need to ask, and there’s a process to a well-run coaching call. Most of us can’t keep everything clear in our head and wind up hanging up and then thinking of all the things we forgot about or could have said or done differently.

So having a list of topics and reminders is a good thing. On the other hand, if we treat it like a checklist, with the goal just to tick off boxes, we often focus on that, rather than listening to the other person for clues that we should probe deeper, or some things aren’t being said. It’s a fine line, but an important one.

Open the call to possibilities.

Coaching means you must actively listen to the other person. One of the challenges for a lot of us is that people will answer the questions they’re asked. Many of us start with well-meaning requests for information that prematurely focus the discussion and don’t always open the door to more productive conversations. For example, there is a difference between “What’s going on with the Jackson account?” and “What are you spending most of your time on?” 

Get Our 27 Open-ended Questions

Here are some open-ended questions to kickstart coaching conversations:

What’s up?

How’s it going?

What’s working?

Where are you stuck?

How can I help?

Notice that you’re leaving the responses up to the other person.

You may want to get to the problem at hand, but if there are other priorities, or challenges or the person has something they need to discuss first, you’ll have a better talk when you get to it.

For more information on coaching at a distance, consider our Coaching Services.

Better Coaching is a critical skill development that we offer to help you become a Better Leader!

We often think of trust as a fixed, static idea, such as “We trust the Union” or “The Operations Team doesn’t trust us.”

However, trust is more complex than that, and oversimplifying our understanding of it prevents us from applying the proper techniques to improve it. Instead, leaders should consider the three fundamental raw materials on which trust is built: competence, benevolence, and reliability.

How these materials mix will depend on context. However, effective leaders need to assess which of these trust components is lacking within their teams and follow steps tailored to that specific component of trust.

It’s time to abandon generalized, generic models for building trust. Below, we share the three steps you can follow to build trust. First, identify which of the raw materials of trust your teams lack and then use the proper methods to increase them.

Step 1: Make Sure Everyone Knows What They’re Doing (Competence)

What It Is: Competence is the ability to do something efficiently and successfully. It includes hard skills, such as technical knowledge (the ability to create and deliver a product or service), and soft skills, such as social knowledge (understanding people and team environments). In short, competent people are “good at their job.”

How You Know It’s Missing: In many ways, competence is often the easiest to assess, as people either possess the necessary skills to execute their jobs or don’t. However, poor performance is not always a direct result of incompetence, as other factors may be at play. Someone may know how to get the job done but lack the capacity due to many factors, such as having too many tasks, personal stress, or not being given the proper tools to succeed. Determining which factor may be at play as a leader prevents acting on faulty assumptions.

What To Do About It

Provide targeted feedback. To give effective feedback, you must first clarify what “good” looks like. This might be a job description or a conversation at the beginning of a project to clarify expectations for each team member. Establishing that benchmark first allows you to provide targeted feedback by comparing actual performance to already agreed-upon expectations. Once you understand the gap between performance and expectations, you can work with your team members to develop an improvement plan.

Ask questions and coach. The best way to change someone’s behaviours is not to tell them the answers but to ask questions that help them find the answers themselves. Try asking a struggling team member: “I saw x and y this week, and I am concerned; can you tell me what’s going on?” and “What do you think should happen next, and how can I support you?” Asking – rather than simply directing – empowers your people to act and builds a relationship of mutual respect.

The Six Questions You Must Ask To Be A Better Coach

Acknowledge your strengths and weaknesses and openly share that information with others. Demonstrating self-awareness regarding your skills will give others confidence that you understand your limitations and the value you can add to the team. Then, proactively take steps to mitigate those limitations, either through personal development (training, mentoring, practice) or procuring the support of others who can ensure no balls are dropped.

Step 2: Build your Team into a Community (Benevolence)

What It Is: Benevolence is the quality of being well-meaning and the degree to which you have others’ interests at heart. Benevolent people care about others. The more a teammate can demonstrate the motivation to serve others or the team, the greater trust is built.

How You Know It’s Missing: A lack of benevolence can show up as siloes, where people consistently choose themselves and their team over others. Other subtle ways include team meetings where people may respond to others with what seems like agreement before following up with “but,” interrupting speakers or ignoring requests for help.

Read more about how one word can impact your culture 

What To Do About It: Avoid judgment when you notice a lack of benevolence. Every person believes they’re doing the right thing under the circumstances. So, leaders should understand why they took a particular action that appeared self-serving. Techniques to improve benevolence include:

Active listening helps demonstrate that you’re paying attention, wish to understand someone else, and care about their answers and, by extension, them as a person. Active listening can be broken into three subskills, all of which you can start implementing today to understand your people better:

• • Paraphrasing- Restate what the person said in your own words.
    “Let me say that back to you to make sure I understand…”
  • Labelling- Identify the emotion being shown by your team member
    “Seems like that is frustrating.” or “Sounds like that made you angry.”
  • Mirroring- Ask someone to explain what they mean by certain words or phrases: “I just don’t understand what they think they’re doing. It’s so confusing.” Or, “What do you mean by confusing?”

Get your copy of the 27 open-ended questions ‘cheat sheet’

Ask for help when you need it. As a leader, your willingness to share and request assistance sets an example for others to follow and signals to everyone that this is where we help each other. First, start with small tasks that may not take much time but might make a considerable difference in freeing up your capacity. Be sure to recognize and thank those who step up to help.

Step 3: Build Consistency Into People and Processes (Reliability)

What It Is: Reliability is the ability to be dependable and behave consistently. Reliable people do what they say they will.

How You Know It’s Missing: The easiest way to know reliability is lacking is when timelines are not respected. However, a lack of reliability can also manifest in other ways, including treating others inconsistently (showing favouritism or being particularly hard on someone) or being hypocritical in asking people to do something they wouldn’t do themselves.

What To Do About It: Reliability begins with accountability and transparency.

• • If someone is not delivering what they’re supposed to, when they’re supposed to, explicitly have that conversation about expectations and consequences. By mutually agreeing on objectives, responsibilities, and expectations and putting them down in writing, you now have a vehicle to hold people accountable for something they decide to own. If they need more support, create frequent check-ins, but lessen the oversight as they develop a proven track record of delivering.

• • Create transparency in what decisions are being made and why. Any time a request is made, it includes an explanation of the ultimate objective to help people understand why they are being asked to do something. That deeper understanding lets individuals know where/how to deviate from the project should circumstances change. People like having reasons, so give them the ‘because’ behind a request so they can figure out what the team needs without being asked.

Learn more about better results through communications

Unfortunately, these actions will only change your teams’ trust after some time.

Trust is hard to build and happens slowly, so it is essential to start now.

And even if the returns of these actions are down the line, there are slow, smooth actions that you can implement today that build the capacity for fast action when needed most.

With apologies to Victor Frankl, as leaders, we must learn to embrace the pause between the stimuli we receive from a million sources.

Who has never received a stimulus from our employees, coworkers, bosses, family, or customers?

And who has never responded too quickly?

This week, listen to Steve’s boyhood shoplifting experience and a series of gracious pauses that impacted his life and his leadership style.

And how we can use that moment to be better bosses.

A few days ago, a close family friend said he was struggling with his job and employer. 

He was scheduled to go on an international trip with another employee.

Coincidentally, his company organized a party before this trip. Lots of liquor was involved, and all had a good time until our friend witnessed a coworker launch into a public homophobic rant. Of course, this coworker was the one he was about to travel with.

Our friend was horrified.

First, he was horrified that this individual publicly raged about LGBQT people.

Read more about ‘The Most Important Leadership Value’

Second, he was horrified that his bosses seemingly did nothing at the time.

He seriously considered cancelling this international trip because he worried about what might happen if he were in close quarters with this impolite, undignified, and not-a-very-nice person.

But deep down, he began to wonder about his employment with this company.

His bosses did not stand up for the values they espoused as a company. This company had invested a lot of time and energy in positioning itself as an ally and friend of LGBQT people. They ‘proudly’ branded themselves with rainbow Flags and advertised their building as a welcoming, safe place.

This created quite a dilemma for our friend.

He became increasingly upset and angry that his employers had allowed a chasm of space to open between their values and actions.

I am sure the employers were trying to figure out how to respond to this person’s homophobia. Still, their lack of action created an environment where people weren’t sure if they could trust their employers to act appropriately or the values they so publicly stated.

It took a couple of weeks, and in the end, they terminated the employee who made the comments.

In time, we will learn if there were any long-lasting impacts on the organizational health of that company or my friend’s satisfaction with working there.

What Is Heck Is Organizational Health? 10 Questions Answered by Steve

But I suspect that some irreparable damage has been done. 

As leaders, we need to be cautious about not creating expectations that may be hard to live up to.

This is a cautionary tale to all of us that people are always watching us and judging whether or not we live up to our values. 

So many objectives – so many failures

That’s the refrain of leaders everywhere.

The business objectives they need to meet to be successful in their jobs are taking longer than planned, costing more than budgeted or failing outright.

Why do good objectives go bad?

My clients say the ten most common mistakes that cause their good objectives to go wrong – and the coaching solutions I helped them with to solve these costly problems.

Mistake No. 1: Not Assigning the Right Manager. Typically, more time is spent fighting for resources than finding the right person to lead. Too often, managers get picked based on availability, not necessarily skill set. This is a severe mistake as more projects failed because of the wrong manager than could ever be blamed for lack of resources.

Solution: Choose a manager whose skills best match the requirements of your objectives.

Mistake No. 2: Failing to Get Everyone On Board. Too often, objectives fail because they don’t get enough support from those affected by and involved in the project. Usually, the manager:

1. It didn’t make clear what everyone’s role was.
2. It didn’t describe the payoff when the objective was achieved.
3. It didn’t tell how each person’s contributions would be evaluated.
4. Failed to generate a sense of urgency.

Solution: The project manager should start by calling the team together and delivering a presentation about the objective and its importance to the broader organization.

Read More: How to Communicate

Mistake No. 3: Not Getting Executive Buy-in.

Solution: A ship without a captain soon runs aground. Somebody at the higher levels of the organization needs to own the objective and be personally vested in its success.

If the objective isn’t crucial to your boss, ask yourself why it should be meaningful.

Mistake No. 4: Putting Too Many Objectives on the table at One time. Most managers think that they can start and work on every objective at the same time. In reality, multitasking slows people down, hurts quality and, worst of all, the delays caused by multitasking cascade and multiply through the organization as people further down the line wait for others.

Solution: A good first step to stop productivity losses is to reduce the objectives you are working on by 25 percent. Though counter-intuitive, reducing the number of open projects increases completion rates.”

Read more about priorities.

Mistake No. 5: Lack of (Regular) Communication. Communication is the most crucial factor of successful objectives; without regularly communicating, the project will fall apart.”

Solution: Schedule time each week to review progress and stick with it. Regularly scheduled meetings and communications processes help to keep everyone on the same page and work flowing.

Mistake No. 6: Not Being Specific with the Scope of the Objective. Any objective that doesn’t have a clear goal is doomed. Mission creep is one of the most dangerous things that can happen to your project. If not handled properly, it can lead to cost and time overrun.

Solution: Define the scope of your project from the outset and monitor the project by continually asking if our work is contributing to the objective’s success.

Mistake No. 7: Providing Overly Optimistic Timelines. The intentions are noble, but missing deadline after deadline will only lead to distrust and aggravation.

Solution: Add a buffer — some extra time and money to your project.

Mistake No. 8: Not Being Flexible. While you may think of your plan as the bible that leads you to your goal, listen to new information and suggestions that come up along the way.

Solution: Step back and take a fresh look at the overall project, review how things have gone so far, and how you can improve.

Mistake No. 9: Micromanaging Projects. New managers commonly treat their job as an enforcer, policing the team for progress and updates.

Solution: Set expectations from the start that there will be regularly scheduled updates to advise the status and progress expected and encourage them to vocalize any issues.

Read more about micromanagement.

Mistake No. 10: Not Having Defined Success.

Solution: The first thing a manager should do is to ensure what will be considered a successful completion of the objective. Understanding what success looks like ensures everyone walks away satisfied at the end.

We’ve all been there.

Once a year, our manager would call us into their office and review what we had done well throughout the year – or, more likely, what we had done wrong eleven months ago. Then we would leave the manager’s office and return to work exactly like before.

Nothing changed! This is why it’s time to replace the performance review process.

Read more about the difference between High Potential and High Performance.

Need more reasons?

Performance Reviews Aren’t Effective – Performance reviews rarely lead to a change in behaviour by the manager or the employee. Year after year, most managers give employees the same feedback. And most employees don’t do anything in response. One reported that as little as one-third of employees showed improvement after their annual review. That’s likely because performance reviews rarely offer actionable steps for employees to take when struggling.

Performance Reviews Aren’t Reliable – Seventy-seven percent of HR executives believe performance reviews don’t accurately reflect employee contributions, according to CEB research. And CEB’s HR practice leader Rose Mueller-Hanson agrees with those executives. She states, “Our research shows that individual performance ratings have zero correlation with actual business results.”

Performance Reviews Are Time-Consuming – A recent CEB survey found that managers spend an average of 210 hours yearly in performance management activities. Managers said their employees, in turn, each spend 40 hours a year. Deloitte reported that its approximately 244,000 employees spent more than 2 million hours a year on performance reviews. That’s much time spent on something that is proven to be unreliable and ineffective.

Performance Reviews Are Costly – Besides the time it takes to perform annual reviews, there’s the actual cost. According to information from the CEB, a company spends about $3,500 per employee on yearly reviews.

Given the time and cost of performance reviews, it’s surprising that more companies haven’t given them up yet. But if those aren’t enough reasons for you, the new research on how ineffective and misleading they are!

It’s time to stop evaluating performance and invest in potential.

High potentials can be challenging to identify for two reasons:

First, high performance is easy to observe and drowns out the less obvious attributes and behaviours that characterize high potentials—such as change management or learning capabilities.

Second, few organizations codify the attributes and competencies they value in their ideal employees—which means that managers don’t know precisely what to look for to assess potential.

As a result, most managers focus exclusively on performance, which can be a problem.

When performance is the only criterion employees are evaluated on, high performers will be the only ones moving up—and high potentials will move out.

You should value and reward performance, but it can’t be the only entry point.

Learn more about the Better Leader Inner Circle

What are the key characteristics of high-potential employees?

The characteristics of high-potential employees include Ability, Aspiration, Behaviour, Social Skills, Adaptability and Leadership. These traits are critical to identifying employee abilities that can contribute to the business and enable employers to put development programmes in place to maximize the skills of these individuals.

Ability relates to performance, an individual’s expertise, innate skills, and capacity to work autonomously and consistently deliver results. 

Aspiration is the desire to grow, taking accountability for decision-making. They share a drive to achieve, individually and as a team, and support and encourage growth.

Behaviour is one of the easiest traits to identify. High Potential Employees Show an increased capability to learn, cooperate with others and manage their behaviours and emotions and how they behave under pressure.

Social skills and High Emotional Intelligence allow High Potential Employees to adapt their personalities to different responsibilities and changing circumstances.

Adaptability. Under pressure, High Potential Employees usually remain calm, continue to perform, and can pivot easily.

Leadership is imperative for High Potential Employees to understand and respect quality leadership and aspire to fulfil such roles successfully.