Coaching guidelines To develop the team towards success
Executives must realize that With COVID-19 and Digital Disruption, businesses are in a rapidly changing environment. There is high uncertainty. It is also complex and ambiguous. Therefore, work must be very flexible. Easily adaptable and able to think analytically and create new things. Come respond in time to events. This requires personnel who can learn and solve problems independently and efficiently.
Developing a team for such missions The role of the executive must change from that of controlling and issuing orders. Become a coach who motivates the team. To help team members find the answer on their own. How to solve problems and create the best results?
Coaching is based on the idea that The best way to learn is not from being told what to do. But it comes from discovering what is the best way to do it. Coaching is therefore a long-term investment. Every executive can easily learn how to coach by practicing coach-style conversations, which is having a structured conversation.
Once you understand the basic format We can adapt to our own style or different situations. The easy-to-use and effective coaching approach that will be introduced here is "The Five O's Model" (from the book How to Coach by Jo Owen).
1.Objectives: What are we trying to achieve? What are the results we want?
2.Overview: What is the situation? And what is each situation like from various perspectives?
3.Options: What are the possible solutions? and what are the benefits and risks of each solution.
4.Obstacles: What stops us from choosing the best solution and how can we overcome those obstacles?
5.Outcome: Who will do what, where, how, and when?
Objectives : The coach's duty is Help team members discover the real issues for themselves. This can be done by asking good questions. instead of telling Examples of questions that will help find problems include:
1.What do you want to achieve from our discussion? What results do you want?
2. What does success look like? If you are successful How will you feel?
3. Is there anything else that you can tell me more about? About the matter…
4. Why is this important? What is stopping you from doing this? What else might be stopping you?
Overview : Important skills for those who act as coaches are: Helping teams see the world differently from multiple perspectives and with fresh eyes Help team members take responsibility for their own situations.
The appropriate question is An open-ended question that cannot be answered with a straight yes or no, but requires extended explanation. This invites thinking and leads to deeper answers. For example:
1.How do you feel about that?
2. What is stopping you from doing that thing? What else is important right now?
3. What methods have you tried to solve problems? What have you learned?
Options: Coaches are responsible for helping members find solutions for themselves. This will make them responsible and committed to getting the job done. A simple question. would be best like
– How will you handle this matter? What are our options? What do you want to do about it?
If we encounter a short answer and try to avoid it. You must help them think more about finding solutions, such as
– If you had unlimited power What would you do differently?
– Do you think that the person you look up to is your role model? How to handle this?
– When you encountered similar situations in the past. What have you done?
– How would you advise a friend or colleague in a similar situation?
Obstacles : In order not to cause a risk that What has been agreed upon Later there was a problem that could not be performed. The coach must first check the reality.
– Identify and remove any obstacles. that might happen
– Specify what support is needed. (Help must be specific and clear. To prevent misunderstanding and not to lose credibility later)
– Always prepare a backup plan B to prevent unexpected things.
The easiest way to identify obstacles is to ask. We need to uncover all possible obstacles. Prioritize and classify To avoid making excuses later. There are 4 questions that must be asked:
- What would prevent you from doing this?
- What else is stopping you from doing this? (Repeat the question until there is no answer)
- these obstacles Which one is the most important?
- If we deal with these obstacles Can you continue? Or is there something else that can get in the way?
Outcome : The final step is to confirm that both parties are on the same page. To prevent misunderstandings by asking members to make conclusions. By asking: “What will happen next” includes who, what, where, when, and how, along with details of actions to be taken.
throughout the conversation The important thing that must be practiced is effective listening Answers may be repeated or echoed from time to time. Listening carefully leads to asking good questions. And it also builds good relationships with each other.
When executives have coaching skills Will be able to efficiently distribute work to the team. This gives them more time to work on important tasks. At the same time, the team is motivated to learn about tasks they have never done before. and can solve problems by yourself This kind of development will multiply the success of the organization.
