6 TIPS for Coaching Life-Long Learning
Times they are a changin’. And, without a clear approach on developing our talent, our talent will not develop technical and interpersonal/soft/relationship skills needed for optimal results. We are going through so many unprecedented changes: technological advancements; employee exodus/resignations; social awareness and Diversity, Equity and Inclusion (DEI); remote work, masked work; political divisiveness; physical and mental stressors and more. This is a time for upskilling, for reskilling, and for career conversations.
Science is clear; employees want respect, safe/healthy relationships with their manager and their team; they want to have purpose (relevance); they want confidence (mastery), autonomy (control), and many want support in career development/progression. Here are 6 coaching tips leaders may use to support these intrinsic human needs:
30,000 foot view – When a leader can clarify an employee’s job as it relates to the end user or the organizational goal, employees are able to see the value in their job (purpose/relevance). When it is clear of the importance to the business, it is easy to then celebrate actions and efforts that link individual performance with organizational performance.
Empathetic/Global Listening – Being heard and feeling valued is foundational for belonging, esteem and inclusion. Look for courses to practice these high-value, and often underutilized communication practice. You gain more knowledge and understanding with curiosity and seeking to fully understand (Covey), then you do with giving advice. Become a master of listening and watch your relationships change from the very first try.
OEEQs (open-ended, empowering questions) – A skilled coach asks OEEQs often. When creating individual or team goals, when asking for ideas to improve processes, or when discussing career goals, OEEQs allow the employee to share what they know and make suggestions on what will be best for all stakeholders.
Set Goals to Connect – Most leadership coaches have the opportunity to work with leaders to build strong relationships. Managers/leaders can be proactive in setting time to connect with individuals and with teams, for the purpose of inspiring, engaging, connecting, and celebrating success. Here is a take on one-on-ones. First, this meeting is NOT about what you, the leader wants; it’s about what you, as the leader can do to celebrate successes, recognize efforts, and remove obstacles. Second, one-on-ones happen often, once per month, to support your team members. Third, here are three questions for this ‘not for you’ meeting: 1. What are you most proud of over the last month? 2. What are your priorities for next month? 3. What can I do to remove obstacles? These questions are also great to kick start regular team meetings; having your team members share accomplishments and results so others can feel the energy from all the good going on.
Plan for the Future – Providing time throughout the year to discuss future plans, career goals, allows you, the leader, to provide generate ideas (brainstorming is a coaching tool) for small and large development planning. Sharing information about the learning tools available (workshops, leading a project, joining a committee, online learning, training new hires) will provide idea generation for the employee to then take action (empowering him/her/they to act)
Be positive – There is enough in the world that drains us; there is enough stress at home and in the workplace that can challenge our optimistic nature. So, as a leader, be the one who embraces a positive view, find the opportunities, show how to be resilient and solutions-focused.
Dr. Patti Sullivan is a leadership coach, working with executives in diverse organizations. For over 15 years, she has assisted leaders in challenging their limited beliefs, cultivating key relationships, finding ease in leading high performing teams, and delivering exceptional results.