What Are the Essential Concepts of Leadership Coaching?

The concept of the visiting leadership coach might be very familiar to you — and hopefully very relaxed with you. It would be easier to offer leadership advice to a stranger. It's no surprise that these executives exude such assurance. But what if you're called to mentor a subordinate or a peer at work? Is it difficult to mentor someone with whom you would work every day?

6 Essential Leadership Coaching Principles

In terms of what it takes to coach your people, whether you're an outside executive coach or a leader-coach operating in the organization's trenches, many of the same guidelines apply.

Use these six key leadership coaching concepts to mentor someone in your workplace or cubicle:

• To begin, you must build a secure and welcoming but demanding atmosphere when coaching a peer or subordinate. Your coachee wants to feel comfortable in the workplace, and it's up to you to create an environment where taking risks is valued rather than seen as a risky enterprise. If you're the coachee's employer or manager, keep in mind that they might be concerned that revealing flaws could be exploited against them in other facets of their work. So, even though you test the coachee's experience and skills, keep your attitude as transparent and mutually respectful as possible, and let them realize you trust them.
• Function throughout the coachee's schedule as far as possible. Remember that this coaching session isn't about you, then let the coachee choose which priorities to focus on and how to improve. Sure, it's fantastic when the coachee's personal vision ideally lines up with the organization's objectives, but never force your personal interests on the relationship. Put on your strategic hat when it's obvious you need to make a case — this will help you maintain the unique collaborative coaching partnership you've worked so hard to create.
• Allow for collaboration and facilitation. The best coaches don't offer straight answers or behave like experts, like Socrates, who still led his learners with questions. Rely on the coachee's wishes rather than your own life experiences and pet ideas while holding a coaching discussion. While you can recommend many solutions to a dilemma, the coachee should make the final decision, with you serving as a facilitator and partner.
• Self-awareness is encouraged. You want your coachee to have the ability to recognize their own strengths and limitations, which is an essential trait for any successful leader. Similarly, you should be aware of how your own coaching habits affect those around you. Express an insight of self-awareness in yourself, and you'll be more able to instill that sensation of self-awareness in your coachee. You would also like to discuss how to improve self-awareness.
• Encourage people to learn about their mistakes. The majority of people can only know, develop, and improve if they have the right insights and are willing to learn from them. Often assist the coachee in reflecting on previous incidents and analyzing what went right and what did not. Encourage learning experiences and the use of expertise to drive growth, and your lesson will continue to progress even after you've finished teaching them.
• Finally, be a role model for the people you're coaching. This, the last of the six core coaching concepts could be the most difficult to implement because it entails taking the leadership exercises you've been teaching in class into effect outside of class.
• Keep in mind to assign the coachee from someone more seasoned if you don't believe you have the potential to mentor on a specific subject — or someone who, we think, brings the six fundamental leadership coaching values into effect much easier than you thought.

Are You Prepared to Move to The Next Level?

Using the tried-and-true methods of good coaching, you will support and attract the best performers. Through Joe Yazbeck's better conversations & leadership coaching programs, a mentor training for leaders, you can improve your coaching skills and increase your team's capacity to have meaningful coaching conversations.

Joe Yazbeck is the bestselling author of the book called 'No Fear Speaking.' Joe Yazbeck, a professional master speaker, mentor, and author of the No Fear Speaking will teach you how to plan, arrange, and give compelling presentations while mastering the artistic nature of public speaking to motivate and empower any sized audience for any reason throughout this book.

Sponsor Ads

• Ad Space Available - Rent it Now!

Report this Page

Created on May 21st 2021 06:37. Viewed 306 times.

Share on APSense

Comments