"Developing a Coaching Cultural one person at a time"

COACHING

Six Steps to Coaching

1. Stop fixing everyone's stuff.

OK, the next time someone brings you a problem, stop. Do nothing. Then. . .

2. Ask them for more information using open-ended questions.

You already know how to ask questions. (And you may already know the answer to the question. But no one will learn much if they don't learn to think through issues on their own). The trick for "coaching" is to click a mental switch that triggers a question instead of an answer. An easy way to develop the questioning habit is to think of yourself as a journalist and start your responses with:

Who,What,When,Where,How. . .?

3. Use the bonus question that will automatically buy some time and gather more information: "Tell me more about that?"

4. Listen. (That means "Shut up, don't speak.")

You'll be surprised at how much you'll learn by listening. Once the other person stops talking, give them space to say more. Count silently to 10 if you have to. You'll discover that this block of information will reveal more than the first and often gives them the self-revealing "Aha!" needed. In which case, you'll be a hero.

5. Ask More.

OK, so they didn't get to the heart of the matter in #4. When your person's responses and energy start to fade, that's your cue to ask another open-ended question. Ask it about something they've just told you. Ask anything that will help continue the exploration of the issue. You can't really ask a "wrong" question.

MENTORING

What are the benefits of mentoring?
Mentoring benefits the organization, mentors and mentorees. A successful mentoring program benefits your organization by:

Enhancing strategic business initiatives
Encouraging retention
Reducing turnover costs
Improving productivity
Breaking down the "silo" mentality that hinders cooperation among company departments or divisions.
Elevating knowledge transfer from just getting information and to retaining the practical experience and wisdom gained from long-term employees.
Enhancing professional development.
Linking employees with valuable knowledge and information to other employees in need of such information
Using your own employees, instead of outside consultants, as internal experts for professional development
Supporting the creation of a multicultural workforce by creating relationships among diverse employees and allowing equal access to mentoring.