When coaching, one of the biggest struggles for managers is knowing when to share their own experience and ideas or ask a question. Learn the secret to achieving this delicate balance and discover the REAL Power of Coaching.
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Complete Video Transcript
When coaching, one of the biggest struggles for managers is knowing when to leverage and share their experiences, ideas, observations, and solutions. Some managers offer their solutions as soon as they hear the question or issue, while others inundate their people with questions until they formulate their own answer. Neither of these approaches are very effective.
Consider this, your role in every conversation is to first seek to understand the other person’s point of view before sharing your observations or ideas. And that doesn’t mean you have to agree with them. The real danger is, if you share your observations before uncovering what the other person already knows, you run the risk of sharing something they were already aware of. The cost? You’ve just made yourself redundant and added no value.
Instead, enter into every conversation with the intention of authentically wanting to understand what their view of the situation looks like, including their opinions, what they’ve tried, and how they would achieve the results they seek.
Once you know what they know and what they don’t, now is the time for you to fill in the gap with your observations, experiences, or what they didn’t see. That’s the value you deliver and ultimately, the real power of coaching.