Got a burning question about coaching? Coaching practices? Perhaps Coaching managers? What works or doesn’t work in coaching in the workplace? You can ask us anything!
During Coaching Café this week we continue the momentum of focussing on the top 10 practices of the world’s best coaches from What Makes a Great Coach?
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About the coaching experts
Natalie, Brigitte and Paula who bring over 50 years of coaching experience together. Natalie holds the ICF Credential of MCC and Brigitte holds a PCC. Paula is a specialist HR executive who joined Open Door’s coaching Alumni back in 2007. During this special Coaching Café panel we answer questions. Importantly drawing on the insights and opinions of many other expert coaches. Those who are a part of Open Door’s Alumni and join us every week on the line.
Here’s a selection of questions and answers for you to think about.
Natalie AshdownOpen Door Coaching
Brigitte CalvertOpen Door Coaching
Paula Jones-HuntOpen Door Coaching
What if I know the answer? Can I just tell them what I think?
This is where the practice of Curiosity comes in. As coaches, we don’t give our clients the answers. We hold back. Importantly asking curious questions. For example:
- What have you done in the past that might help this situation?
- Who do you know that might be able to add input?
The more curious we are as coaches. The more likely we are to bring out the best answers in our coachee.
What if you think the option they are suggesting is unrealistic?
Another good question. Furthermore, a situation that managers find themselves in when they start coaching. We have to watch that we are not being judgemental. Who are we to say that the option is not viable?
We do get push back to this also. Particularly around budgets. For example, but what if it’s not viable and there is no budget?
Well we can explore more options. And the practice that kicks in here is belief. As coaches we believe that the coachee has the answers. And it’s our job to help them find it.
How do I help my coachee make the best decision for themselves?
That’s a really good question. And one that we can reflect upon. We do this in the practice of decision making in the Book. Often a coachee is getting input or opinions from many people on their decision. They might be asking around and canvassing ideas. Which is totally fine. But it’s possibly not what they need from their coach. And it’s not our role to tell them what to do.
If we were mentoring, we might make suggestions from the point of view of the subject matter expert. And it’s good to know the difference.
But sticking to coaching, again, the curious questions kick in. Importantly giving the coachee time to explore all the different elements of the decision.
What if they are out of options? Can I jump in then?
We here this a lot from new coaches. And strictly speaking the answer is no. We appreciate that we don’t want our coachee to be flailing and getting frustrated. However, the practice of resilience might be helpful here. Sometimes struggling to find an answer might be what the coachee needs. This struggle often leads to ideas and options that they have never considered. Perhaps they need to dig into their resilience?
Alternatively, if they really don’t have any options, then perhaps they can call on other resources? Or maybe it really is time to move onto actions. Importantly small actions that will help them move just one step forward.
What if my coachee is lacking confidence?
We are often coaching to build the confidence in our coachee. Our belief in our coachee makes a big difference. In addition, so does our empathy (Practice 6) and listening (Practice 7). The other Practice to consider is purpose. Perhaps it’s an opportune time to circle back and talk about purpose.
Questions such as:
- Why is this so important?
- What’s your overall purpose?
- How can you bring your strengths to the situation?
Pick up your copy of What Makes a Great Coach?
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Every week our team of experts present “Coaching Cafe” webinar with topics for Managers, Leaders, Business Owners, and everyone who wants to be a better workplace coach, leading their teams to higher productivity, better outcomes and a happier, healthier workplace.