Tuesday, June 6, 2017

What Business Coaching Programs Need To Produce The Right Results

By Maria Hughes

Business owners are starting to see the importance of incorporating a learning culture into the professional environment. This has fueled the demand for managers with the ability to developed others and, consequently, the popularity of business coaching programs. While this is commendable, there's still need to enhance the quality of coaching efforts. So, what can you do to ensure your managers properly assume the tutelage role?

When outlining steps for a project, managers often express themselves in a directive manner. But a problem-solving mindset is the last thing you want in the coaching process, which is why coaches are encouraged to restrain the urge to provide answers. In practice, open-ended questions form the primary tools of tutelage. Getting people to devise strategies that they will be committed to implementing requires them to explore their own answers.

All too often, people listen without paying proper attention, something that impedes dialog. And this can be attributed to the lack of patience among most individuals, in addition to excessively focusing on individual agendas. For conversations to make sense within the context of learning, everyone needs to listen with real focus, keeping at bay all personal opinions. Overall, your sessions will be more fruitful when all members connect and are encouraged to express whatever's on their minds.

Although feedback is perceived as being critical, it's still useful as a means of promoting self-awareness. Coaches can clarify tendencies that need changing by providing appropriate feedback. The most important thing is to ensure that this element isn't misused as a vehicle for asserting authority. Instead, it should help learners see themselves in new light.

For your mentoring processes to be fruitful, you'll need to employ a result-driven strategy. This would entail identifying certain elements that need changing and shepherding people towards the right direction. It's very crucial that your strategy focuses more on how objectives will be achieved; this helps immensely when setbacks are encountered later on. Also, don't forget to highlight the milestones you'll use to define success for your learners.

As partners in learning, coaches need to encourage learners and support them throughout the tutelage process. When leaders understand what motivates their proteges, it becomes easy to translate ideas into action. For this reason, you should always support your learners' plans, acknowledge their efforts and encourage them to keep moving towards the objectives. More often than not, motivation is what makes the difference between success and failure.

Expert suggest that individuals have a 95% chance of seeing through an action plan when they know they'll be held accountable. When your employees know plans they formulated are being tracked, your coaching objectives will be firmly anchored into their rightful place. So find ways to hold regular debriefing sessions with all learners; these will help you ensure everyone moves towards the direction you want. And whatever you do, ensure you gain the trust and permission of all participants beforehand.

An effective tutoring program can be your most effective means for achieving sustainable growth. And to help your employees develop the skills they need, you need to support them in steering their own learning process. So rather than try to do everything on your own, take the interpersonal jump. With time, you'll be on track towards making your workforce more productive.

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