Recognizing and leveraging coaching moments: Relationships drive results

Relationships impact results in organizations, as we encounter numerous coaching moment opportunities on a daily basis. Effective leaders and managers recognize and leverage coaching moments to increase engagement and influence results.

Coaching moments are day-to-day opportunities to become involved so as to impact individuals, as well as teams, through listening, asking questions, and providing insight, encouragement and support. We can leverage coaching moments to help employees contribute and succeed.

In the video clip below from the movie The Karate Kid, Mr. Miyagi presents an example of a coaching moment through putting the tasks performed by Daniel into a bigger perspective, which has a lasting impact on Daniel’s future potential.

Coaching moment opportunities exist for all employees whether or not they are strong performers, so in order to be effective, it is critical that we recognize differing coaching moments and shift coaching approaches accordingly.

In addition to specific tactics for four coaching moments described below, there are a few important common points we want to incorporate into our approaches:

1)    Be authentic

2)    Focus on behaviors

3)    Listen and ask questions  first, then talk

4)    Collaborate, instead of dictate

5)    Share feedback and acknowledge progress.

Strong performers, those who are performing well and eager to take on more, seek feedback, encouragement, and developmental opportunities in their coaching moments. It’s important to avoid pitfalls such as deferring performance reviews and discussions, providing little or no positive encouragement, and allowing day-to-day tasks to fall behind while they take on larger opportunities. Effective tactics include:

1)    Discussing a big picture perspective

     and how their efforts fit in accordingly

2)    Engaging them as to how they can

     better utilize their time and skills

3)    Identifying opportunities for encouragement, training, and projects

4)    Helping them focus on problem-solving rather than debating points.

Another group of coaching moments we encounter involve helping those who are unable to balance or manage their workloads well, including those exhibiting loafing or slacking behaviors. Ineffective approaches include deferring performance discussions, avoiding assigning them challenging tasks, and accepting constant excuses and patterns of inferior results. Appropriate effective tactics include:

1)    Defining and agreeing on priorities

2)    Mutually reviewing their workflow and limits

3)    Meeting regularly to follow-up on priorities

4)    Recognizing and praising accomplishments and progress

5)    Addressing performance issues promptly.

Some coaching moments involve issues with employees getting along with other co-workers. We do not want to patronize employees, rather we need to be honest about how these issues impact the work environment. Furthermore, we don’t want to reward inappropriate behavior by listening to constant gossip. Effective tactics include:

1)    Discussing effective conflict management approaches with employees having issues

2)    Using face-to-face interactions when possible, instead of electronic interactions, to facilitate communication and motivation

3)    Bringing these employees together to help them work out their issues

4)    Mutually agreeing on expectations for cooperation

5)    Guiding affected employees on options for more productive uses for their interpersonal energies.

 

Finally, we’ll look at coaching moments involving employees who do not accept negative feedback or criticism. We do not want to be general or avoid providing feedback in these opportunities, as they are not only ineffective approaches but they could backfire. We need to remain authentic, focused, and seek engagement during these coaching moments. Effective tactics include:

1)    Focusing on critical issues and providing specific details

2)    Explaining we are discussing their roles in processes as opposed to criticizing them as persons

3)    Setting expectations that they participate in identifying options and developing a response

4)    Engaging them in identifying issues and options, as well as executing solutions

5)    Following-up and acknowledging progress.

Click here to review Dan Rockwell’s informative blog post about essentials when giving negative feedback, as that provides additional insights to consider when tailoring your approach.

 

Although there are various types of coaching moments we face on a daily basis, we can still anticipate and leverage these opportunities to help improve self-awareness, share feedback, and provide encouragement so as to strengthen the critical links between day to day tasks and long term objectives.

What are your thoughts and experiences?