Do you want to know more about coaching your team?  It a great way to grow and develop your team and subsequently your business.  Or are you like many other business owners and managers who still believe in their role as a problem solver, cutting short conversations with employees by providing solutions, advice, and answers? If you want to get better at developing your people and others by coaching, then read on and learn a simple 4 step framework you can use for coaching your team.

I often observe leaders who don’t use coaching conversations in the work I do. Yet leaders who use a coaching style usually find that their employees are more committed, willing to put in more effort, and are less likely to leave. We all know that these factors go a long way towards making your business more profitable and a better place to work.

“Clearly, the benefits of building a coaching culture and increasing the effectiveness of coaching are great. There are both tangible benefits (increased employee engagement and productivity) and intangible benefits (improved culture and finding meaning and purpose in work).”  John H. Zenger and Kathleen Stinnett.

Many large organisations have invested a great deal of money on training their managers in coaching skills Yet many managers struggle to have effective coaching conversations that lead to insights and change, often because the behaviours are not followed up when they get back into the business.

If you’re a small business owner, you may not have had the luxury of someone playing for your training but you know instinctively that it is the way forward for you and your staff. However, you don’t know where to get started.

Here is a framework for coaching your team, it can help you whether you are trying to remind yourself how to coach or even if you don’t know where to start.

Zenger and Stinnett suggest using the FUEL model in The Extraordinary Coach:

F = Frame the Conversation. Set the context by agreeing on the discussion’s purpose, process, and desired outcome.

U = Understand the Current State. Explore the current situation from the coachee’s point of view. Expand the coachee’s awareness of the situation to determine the real coaching issue. Do this by asking lots of open and probing questions.

E = Explore the Desired State. Help the coachee to articulate a vision of success in this scenario. Explore multiple alternative paths before prioritising the of achieving this vision.

L = Lay Out a Success Plan. Identify the specific, time-bounded action steps to be taken to achieve the desired results. Determine milestones for follow-up and accountability.

Give it a go, next time you are due to sit down with a member of your staff.

So are you going to have a go at coaching your team? Let me know how it works out.

I’d love to hear from you.

Suzanne