10 top tips for coaching your staff effectively

Written by
Changeboard Team

Published
15 Mar 2013

15 Mar 2013 • by Changeboard Team

Be prepared for the coaching sessions

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Decide - is it coaching or mentoring?

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Listen, listen, listen

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Demonstrate that coaching is a progression, not a penalty

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Use the right questions to move forward

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Understand that the coachee knows the answers already

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Remember that confidentiality is essential

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Break down big steps into lots of little steps

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Understand there's no right or wrong

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.

Ensure to set next steps

Quite often managers ask their staff why things have happened. Why? is actually a confrontational word to use in questioning of staff, it is accusatory in nature and it puts the person who has been asked the question in a defensive state of mind. Automatically, a combative situation has appeared instead of a collaborative one.

The purpose of questioning is to allow options to be considered and a journey planned. Next time ask, What circumstances made you do that or How did you make that choice, instead of Why did this happen.