COACHING SKILLS – READING THE NEEDS OF OTHERS

Extrovert people really like to talk.  They enjoy meetings where they can throw ideas around with other people and are happy to talk about their own ideas, even if the ideas are still in “first draft” stage.  Introverts are much more energized by quiet time away from other people where they can get their ideas into good shape and sort things right out before talking with others about them.  Extroverts will often think that introverts are not really interested in what is being discussed.  The extroverts are concerned that the introverts are not as involved as they would like them to be.  Whilst the introverts view the discussion is too unstructured, with people talking just for the sake of talking.  The introverts will feel pressured when they think they have to come up with “instant” answers.  They might think the discussion is a bit all “over the place” and a bit lightweight because they do not understand that the extroverts are “thinking out loud”.

Good coaches are able to match their style to the needs of the person being coached.  Coaching someone is not a short term or one off experience.  A key ingredient in coaching is trust.  Trust takes time to build and can evaporate in seconds.  Barging in to help someone when they are not asking for help can be a sure way to destroy trust.

The Coaching cycle is a simple four-step iterative approach useful to better read the person you are trying to coach and to ensure that an individual coachee ultimately reaches better performance or results.

1.         THE UNDERSTANDING STEP

A coach might see deficiencies in the performance of the person being coach or might see that there are some great challenges and opportunities in store for them.  Always start with some sort of idea about what might be possible or different for the person being coaching.  Developed an initial idea of the possibilities.

2.         THE ASSESSING STEP

Need to move and plan to get some real action going.  To experiment with ideas and make plans for the action.  Develop options and specific plans for action also needs to happen about now.

3.         THE IMPLEMENTING STEP

Taking action and making things happen is vital.  They have to take action and do something different or better for things to change.  Doing more of the same will just get you more of the same old result.

4.         THE MONITORING STEP

The action need to capture the learning and maybe improve on things by reviewing what actually occurred.

 

Shared from:

http://blog.readytomanage.com/business-coaching-training/

Coaching Skills – Reading the Needs of Others

November 12, 2012 by Dr. Jon Warner