What do you do if your personal coaching isn't improving employee engagement?

Revisit the initial goals and objectives you set for your coaching program. Ensure they are aligned with the organization's overall employee engagement strategy. Analyze the underlying drivers of disengagement within your team and refine your coaching approach accordingly. Clearly communicate the specific behavioral and performance outcomes you aim to achieve through your coaching efforts.

Definitivamente if your personal coaching isn't improving employee engagement pedir feedback es de las primeras acciones que tenemos que tomar en estos casos. No solo para cerrar la brecha de las necesidades y alcanzar los objetivos, tambien para mejorar como coach y tu proceso del mismo. Generar Engagement es una de competencias requeridas para lograr que las cosas pasen

Actively solicit feedback from the employees you've been coaching, as well as their peers and direct managers. Understand their perspectives on the effectiveness of the coaching, the areas of improvement, and any barriers to engagement. Encourage open and honest dialogue to identify gaps in your coaching approach and uncover potential blind spots.

In my experience as a leadership and team coach I have found that every client that I work with is unique so coaching cannot be a "paint by numbers process." Focus on developing your skills by spending ample time in the beginning of the relationship to get curious wiht your new clients on how they learn best, ways they communicate, what they do to build new skills, and other areas so that you can "flex" your style to meet their personal needs. Assessments can be useful if there is a lack of awareness although makes sure it is a valuable tool that can be used for a purpose rather than a check the box exercise which can occur at times.

Definitivamente es importante no generalizar en estos casos. Creer que de una SOLA manera se van a lograr los resultados es una locura. Acorde a las personas las necesidades. Ser humano centrico, como hablan las nuevas tendencias de solucion de las necesidades de los cliente se refiere mucho a pensar en la realmente cual es mejor solucion a los requerimientos de nuestro clientes, no en acartonar nuestras soluciones.

Recognize that a one-size-fits-all coaching method may not be effective for all employees. Tailor your coaching style, techniques, and content to the unique needs, learning preferences, and motivations of each individual. Collaborate with employees to create personalized development plans that address their specific challenges and growth opportunities.

Empower employees to take ownership of their own development and engagement. Shift the focus from directive coaching to a more collaborative, facilitative approach that encourages self-reflection and problem-solving. Create opportunities for employees to make decisions, experiment with new ideas, and contribute to the team's or organization's objectives.

Definitivamente el trabajo de manera colaborativa genera mucho mas valor, y si el trabajo que he estado haciendo no genera el engament es bueno parar y preguntar que si podria empezar a funcionar. Encarinarse con los errores no es la idea, al contrario verlos como aprendizaje es mi meta. Asi que esta seria una excelente oportunidad para empezar a verlo asi.

Facilitate peer-to-peer learning and support mechanisms, such as mentoring programs or cross-functional team projects. Promote a culture of shared accountability, where employees feel responsible for each other's growth and engagement. Leverage group coaching sessions or team-building activities to foster a sense of community and collective purpose.

Siempre es bueno detenerse en medio del ritmo de las cosas para saber como vamos. Es importantisimo desde el pricipio tener los indicadores claros de medicion para poder lograrlo y cada cierto tiempo parar y medir, como va la experiencia y lo que estamos haciendo.

Continuously evaluate the effectiveness of your coaching program and be willing to make adjustments as needed. Schedule regular check-ins with both employees and organizational stakeholders to assess the impact and identify areas for improvement. Embrace a growth mindset, constantly learning and refining your coaching approach to address evolving employee needs and organizational priorities.

When coaching isn't improving employee engagement, consider team dynamics, communication barriers, job satisfaction factors, recognition practices, goal alignment, and feedback quality. Conduct engagement surveys, address root causes, offer skill-building workshops, recognize achievements publicly, promote autonomy, and foster a culture of collaboration and appreciation, enhancing overall engagement levels and productivity.

Hay varias herramientas apra revisar si lo que estamos haciendo nos acerca al objetivo. Mi favorita la estrella retrospectiva. Preguntas abiertas Conservar: [Opcional: mirar el último sprint/semanas] ?Qué debemos conservar? Detener: ?Con qué debemos detenernos? Inicio: ?por dónde debemos empezar? Más: ?De qué deberíamos hacer más? Menos: ?Qué deberíamos hacer menos?

Always celebrate the wins, no matter how small. We've been taught to focus on the negative in all aspects of life. Negativity follows us into our job performance. Start all review sessions with the question: What went well with the goal you are working on? This sets the tone for the employee to positively reflect on their performance making it easier to focus on areas of improvement.