I am certain to an extent that if you are an employer or a manager you must have heard of coaching at some time or the other. You also might have applied coaching at work and may not have realized it.

To give you a clearer perspective of what coaching entails, I will briefly explain what it means. Coaching is a way or method of improving the skills and abilities of your employees or subordinates in the workplace. One can apply coaching to help prevent future challenges and boost up productivity among employees.  It is often advisable to apply coaching towards junior employees mainly, especially because they may lack certain skills required in your industry and need requisite guidance.

Implementing coaching to your organization shows good leadership as against micromanagement and dictatorship. Coaching brings some form of commitment from your employees to the organization because they have a sense of belonging.

According to the ICF Global Coaching Client Study,

“The vast majority of companies (86%) say they at least made their investment (in coaching) back. Almost one in five people (19%) saw a return on investment “ROI” of 50 times their investment, while a further 28% saw a ROI of 10 to 49 times the investment.”

On an individual level, productivity increases, people become more positive and experience improved self-confidence (80%), improved relationships (73%), improved communication skills (72%) and improved work/life balance (67%).”

I know that you want this for your organization as well right?

After reading this article you should be able to;

  1. Understand the importance of coaching
  2. Discover how to become a coach (if you are not one already!)
  3. Realize certain ways to apply coaching to your business, company/ workplace

It is important to note that while there are professional coaches that may be hired to help coach employees in your workplace, you as an employer (irrespective of the number of your staff), entrepreneur or business owner, leader, manager or senior level staff (management team) at work can still apply coaching to your everyday work life.

From studies, the best way to coach employees is through questioning and reflection. Coaching should also not be confused to mean mentoring as they are different (possibly meant to be a thin line distinction).

To be a good coach or to raise coaches within your organization, there are two important factors to note;

  1. You should have created the feeling of trust between you and the coachee (person to be coached).
  2. You should always maintain confidentiality at all times.
  3. Coaching is a one on one process, take the time to invest in it.

“Coaching is unlocking a person’s potential to maximize their growth.”

John Whitmore

Below are ways to begin coaching;

  1. Schedule a Meeting

Where you realize that an employee or subordinate may require coaching, try to make out mutual time to meet. At this meeting, you want to have prepared several questions to pose to the employee in a bid to find solutions to anticipated problems/ challenges.

Please note that you shouldn’t necessarily wait to discover if an employee needs coaching. You should try to make coaching part of your corporate culture.

  1. Listen

At this point, you should listen attentively to the employee and avoid interjecting. Listening is different from hearing. Give the employee an opportunity to speak and give reasons for shortcomings.

It is also important to note that at any stage of coaching, the answer to anticipated challenges/problems lies within the employee. The only setback is the fact that the employee is yet to realize this and here is the time for you to come in to remedy the situation. That is why coaching comes in handy for any organization because it helps solve problems even before your organization starts to feel its impact.

  1. Set Goals

At this stage, set out goals that you as a manager or leader expect from the employee. Please remember that you should set out these goals with the help of the employee. It is the employee’s job to align such goals with his/her career objectives and to also set such goals so that it meets up with the overall objectives of the organization. That is the only reason why your guidance is needed here- because eventually, the goal has to be aligned with that of the organization.

Also, the goal should be specific, measurable, attainable, realistic and have a time frame. In addition, the goal should be one that can be expected from a person of that position or level in the organization and should be rewarding to both the employee and the organization.

  1. Feedback

I cannot stress the importance of feedback enough. It is essential. We as humans always want to know how well we are doing at every point in time. Bring this assumption into the workplace and keep your employee updated at every point in time.

The feedback should be continuous. Try to dedicate time to this. You can make it once in a week or longer. What is important is that you help the coachee feel involved in the coaching process.

Coaching will help make your employees productive. You should make it a duty to apply coaching to your workplace. Please note that Zinny Factor provides articles that are relevant to any workplace setting, so whether you operate a small scale business, run an entertainment industry, a beauty saloon, a corporate setting, these human resources articles will be relevant to your organization.

If you have any questions, comments, or suggestions please feel free to provide those in the comment section or contact me via the Contact page. You may also choose to send an email to [email protected].

I will love to hang out with you so feel free to follow me socially.

 Zinny Factor  Zinnyify  Zinnyify Zinnyify  Bloglovin’

Have a great day!