Your Definition of Coaching Impacts Your Results

Leadership Tip: To improve your workplace coaching Do More Celebrating small successes Asking questions Listening to understand Supporting critical thinking Creating mutually-agreed upon goals Do Less Blaming and punishing Talking at Interrupting Telling them what they should do Dictating goals

Admittedly, I sometimes wince when I hear what people are doing in their “coaching” sessions.

“We went through all of the tasks and answered their questions.”

“We went through the next step of the discipline process.”

“I told them what they were doing wrong, what they need to do differently, and what goal they needed to meet.”

Workplace coaching (on-the-fly, one-on-ones, etc) can be an incredible tool to support performance, goal-achievement, getting desired behaviours, well-being, and the list goes on. 

And yet, time and again, workplaces and leaders who use coaching are frustrated because they’re not getting the results they’re looking for. 

We often create a picture of workplace coaching based on our knowledge or experience with sports coaching.   We look at coaching as a way to talk at, tell, dictate, and even punish.  And with that approach, it usually falls short of achieving our desired results.

However, if we look at coaching as a way to support people to think critically, feel supported, create their own goals, and feel safe to speak openly and honestly, we can open the door to some pretty amazing outcomes.