In today's business world, it is essential to stay up-to-date with the latest skills and training models. According to Bersin from Deloitte, current skills have a lifespan of 2 ½ to 5 years, meaning that even the most successful coaches should be aware that knowledge and training styles can quickly become outdated. To become an excellent conversation coach, it is essential to constantly improve some essential training skills. When it comes to individualized management coaching sessions, it is important to be clear about the topic of the conversation.
Without clarity, the potential for misunderstandings or digressions is high. Once planning, scheduling, and accountability have been thought out, the manager is ready to start the one-on-one coaching conversation. In addition to managing projects and delegating tasks, a successful manager will understand the importance of developing the skills of their employees. The quality of any coaching conversation can be determined by the quality of the questions that managers ask during it. One of the most famous training models is GROW, first explained by Sir John Whitmore in his book Coaching for Performance.
This model helps managers ask guiding questions to help their client find the answer for themselves. For example, if an employee is taught to be more self-aware, internalizing that management training topic could mean that they reflect more on their words and actions and that they think differently about how they act and impact others at work. It is useful to differentiate between individual employee coaching and group coaching, where you can meet with the entire team to provide information and guidance on the department's performance and success. The ideal manager has excellent training skills which are transferable to any position now and in the future, so continuously improving them is profitable in the long term. To ensure that your team is getting the most out of their individualized management coaching sessions, it is important to be clear about expectations and goals. Discuss the feedback you receive with your own coach and create practical measures to make your coaching conversations even more effective.
They can be delivered in a blended approach that combines face-to-face training in management skills and online management training solutions. No matter what training model you use, if you're not an effective listener, you'll struggle as a coach. It is important to pay attention to details such as whether they did or said anything inappropriate or if there are any skills missing or needing improvement. Additionally, consider if your teammates are getting along well. By being very clear about the topic of conversation regarding coaching, it sets the tone for how the rest of the talk could be developed.