What is Workplace Coaching? We hear that term being used a lot, but do we really know what it means?
Some people think it involves giving advice.
Some people think it involves teaching or training.
Some people think it’s primarily a sports thing.
When it comes to coaching at work, some people are not quite sure what it is.
If you Google it, you’ll find lots of great definitions and quotes.
My personal favorite is this quote from Sophie Oberstein’s book, 10 Steps to Successful Coaching: “One person is seeking something different for herself at, or outside of, work; the other person is helping her figure out how to attain what she’s seeking.”
Let’s take a look at that statement. It’s simple, but there are a couple of important concepts here.
First, Ms. Oberstein is not saying that the coach (often the boss) should give advice and tell the person what to do. She says “…helping her figure out…” The coach’s role is to help the person find the path herself. Advice actually has only a very small role to play in coaching.
Ms. Oberstein also mentions that the coach is helping the person “…attain what she’s seeking.” This isn’t about what the boss wants the person to do. It’s about the employee’s goals. What does she want for herself? The employee is guiding the discussion, learning to solve the problem herself, and creating her own path.
So what does coaching really involve?
It’s all about listening.
Coaching is about focusing on the individual’s goals. The conversations are driven by what the employee wants to achieve, what he is struggling with, and what ideas he has for moving forward. It’s about suspending your own beliefs about the person and what you think the person needs or is capable of. Coaching is about supporting the individual, without judgement, creating a safe space for creativity, and problem solving. It’s about listening to what the person is not saying, as much as what he is saying, and looking for indicators of values, strengths, and interests.
It’s about asking questions.
Coaching is about asking deep questions that help the person think. Questions like, “How did that work out?” or, “What is another option you could consider?” or, “What might happen if you tried that?” help the person to think through a situation, gain a new perspective, and find results for herself. Instead of giving advice, ask questions to explore new ideas, dig deeper, and identify new options.
It’s about helping to find a path.
Coaching is about helping the individual to determine a path, and break that path down into small, reasonable steps. This looks like: “What is it you want to achieve, and how will you get there? What do you need to do first?” A coach doesn’t tell the individual what to do, but instead encourages the individual to build his own path, and break down the steps into manageable pieces which will help build momentum toward the goal. A coach can also help the person identify resources or remove obstacles.
Coaching at work can help employees be more accountable and take greater ownership of their work. Effective coaching can help employees to become better problem solvers. And coaching can help employees overcome performance or behavior issues, developing their own plan for success. So the next time someone comes to you with a problem or question, instead of giving an answer, try listening, asking questions, and helping him create his own path. That’s what coaching is all about.
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