A Coaching Style of Management Works – Part 3 of 3

When you have a coaching client that is not using a coaching style of management and is experiencing high levels of employee dissatisfaction and turnover, how do you coach them on their management style?

As a coach, begin by asking your client to list their direct reports. Ask your client about the strengths and weaknesses of each person on the list. Brainstorm ideas on how to work with each person based on their style; address their strengths, weaknesses, and preferences.

Next ask your coaching client to describe different interactions with people they supervise. Discuss the conversation, what was said, and the outcomes. Ask your coaching client to list what went well, what did not work, and what they will do in similar interactions in the future.

In your coaching sessions, ask your client to list questions they ask their employees. If the list is short, ask them the pros and cons of not asking questions. Ask your coaching client to characterize questions as open or closed, clarifying or interpreting, and probing or attacking. Ask them the value of different types of questions. The coaching client explores and decides on how to ask questions in the future.

Add value to this coaching process by asking your client what they learned from the session. Ask them to analyze your approach as a coach and how it is similar to the ideas generated.

What results do you think your coaching client will experience by implementing their new action plan?

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