There are many advantages to both coach and coachee of the manager being more coach-like (that is, asking open questions, not giving the answers through advice). For example, the individual becomes more self-sufficient over time, because they have been “taught” to think for themselves, by asking questions. Over time, that frees up the manager to stretch into new challenges of their own. The individual starts to get more enjoyment from their job, as they feel more empowered, which in turn leads to higher performance – a good thing for all concerned!
So with these kinds of benefits, what is stopping us from using coaching skills more frequently or more effectively?
1. There are so many competing priorities for our time – and value creation and business operator activities seem to be more deadline driven than developing our people. That can come back to bite us later, when our people are checking out – both physically leaving the organization; and mentally leaving the organization. I know it feels like it would take too much time to coach, rather than telling a person what to do, but it’ll reap the rewards.
2. I hear many people saying that they already coach. That’s where I think we have all got confused about what coaching really is….it’s not advice; it’s not guidance; it’s not mentoring. It is simply asking open questions, such that an individual can reach their own conclusions. Do you do this? Don’t confuse leading questions with open questions. Leading questions are those which give them your answer within the question – that’s not getting them to think for themselves at all.
3. Are you scared that people might become better than you, if you coach them? Sure, they may come up with different – even better – answers than you might have done. That’s great for the business. That’s what good leadership is all about – bringing people up behind you…and the chances are that they may be better than you at some things; and you’ll be better than them at others. It’s not a competition, and there is plenty out there for everyone to succeed.
So stop putting these barriers in the way, and start coaching in 2012 – from your first day back to work!
Noel Tichy says that by telling rather than asking, organizations are making themselves “less smart, less aligned, and less energized every day”. “Intelligence is assumed to reside at the top and everyone below senior management is expected to check their brains at the door”!
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