Allow People to Respond in Business Coaching
A Manager May Need to Change in Order to Provide Effective Business Coaching
In previous articles such as this one we have already explored the issue of how important effective questioning is when it comes to business coaching. A manager who is providing business coaching to an employee will need to get out of the role of being someone who issues orders and expects workers to simply do what they say, if this is how they act usually. The ability to listen and communicate effectively is such an important component for effective coaching sessions that it is covered on the syllabus of business coaching courses such as the ILM Level 5 Certificate and Diploma in Coaching and Mentoring.
The Business Coach Needs to Give the Employee Time to Come up With Their Own Answers
For business coaching to be effective there needs to be two-way dialogue taking place to allow the person to come up with suggestions and their own ideas, rather than relying on the coach to provide all the answers for them. As well as asking open-ended questions which prompt the person to speak, the coach must also give them time to respond instead of jumping in when they hesitate or are unsure. If the person is unsure and cannot come up with something after a reasonable length of time and is starting to become flustered or embarrassed, the coach can then attempt to subtly simplify the question by altering it slightly, perhaps asking for one example or idea as a start rather than asking and waiting for a complete analysis of a situation. By actively promoting the fact that there are no real 'wrong' answers, and that coaching sessions are intended largely for idea generation and the evaluation of each idea with the objective of developing action plans for the future, the person receiving the coaching will begin to offer their own opinions and suggestions for improvement.