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Why Coaching is Better than Feedback
John Eades
14 Feb
3 Insights for Your Leadership Journey
Everyone needs help to meet their potential. No one can do it all alone. This is precisely why coaches and managers who act as coaches exist. If you care about becoming a more effective coach or want to improve your coaching skills, here are three principles to remember:
I. Coaching employees in the short term beats continually having to tell them what to do in the long term.
What it means:
Most managers micromanage people and situations to ensure failure doesn’t occur. While this approach can help in the short term, it crushes progress in the long term. Instead of being maniacal and overbearing, flip the script. Put more emphasis on coaching and empowering others so they take ownership over time.
Remember, the purpose of leadership is to create more leaders, not more followers.
Someone’s best performance tomorrow requires personalized coaching today.
What it means:
Great leaders identify where team members are currently in their development and align their coaching appropriately. They do this because they know they must help people reach a stage of development that exceeds where they are today.
It’s officially time to stop being a one-trick pony and coaching everyone the same way. Incorporate the following:
Caring
Questioning
Listening
Challenging
III. Growth starts at the end of your comfort zone.
What it means:
The secret to personalizing coaching is understanding the boundaries of where others are comfortable. The reason is simple: growth starts at the end of your comfort zone. Your coaching is essential to this because most people will only go to the point where it gets uncomfortable, and then they stop. They need someone or something else to help challenge them to go past their typical stopping point. That person is you.
Keep Leading Your Best,
John Eades
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Why Coaching is Better Than Feedback to Elevate Employee Performance (Blog)
Change Isn’t Optional (Video)
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