The ABCD Building Blocks of a Coaching Culture
A – Awareness
Tasha Eurich’s book, Insights , conducted a study on self-awareness. Of those she surveyed, 95% claimed they were highly self-aware. Then when they were tested, she discovered only about 10% of people were somewhat aware.
That's a huge gap in how we see ourselves. Awareness is not only for the person being coached, but we as leaders must be aware of how we come off. Think about assessments like the DiSC model . (Dominance, Influence, Steadiness, Conscientiousness) I happen to be a combination of DI. I can be very dominant (D) and influential (I). Knowing I might be dealing with different people, I have to be aware of how I flex my leadership style so it's received more openly and professionally.
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B – Building coaching plans.
We have to be able to build a plan. Our businesses require strategic plans. It's no different than coaching an individual. We have to have a plan. At Progress Coaching, we teach something called QALMS .
Questions - questions builds awareness for the person being coached and clarification for the coach
Activities - drive positive change
Learning projects - drives ownership and accountability.
Motivator, what’s in it for that person specifically in terms of goals
Supplemental coaching, scales coaching by teaching non-time-intensive coaching strategies.
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C – Coaching (the actual act of it)
If we don’t practice coaching, we will never become great leadership coaches. It doesn't just happen because we show up. Same thing with a strategic plan. The strategy never works unless we know the plan to follow. The same thing happens with coaching. Not only do we need to practice, we need to schedule it and maintain that cadence of coaching.
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D – Determine progress
We must identify a way to determine where people are in the coaching plan. We have three levels of change: effort, progress, and results.
You can't just have results without effort. You can't just have results without progress. It doesn't work that way. It's like saying to a salesperson, “You're at 80% of goal. We need you at 100% by the end of the week.” If that worked, there wouldn't be a coaching industry.
It’s critical we understand where all our employees are inside those levels of change. Inside each level are different determinants of what to do.
If someone is lacking effort, you may need to ask if the person is worth coaching. We don't like to share that because sometimes people give up too soon. Progress comes next. If we pinpoint where people are progressing, not only does it heighten our awareness, but it also heightens their awareness. Then results become more predictable and sustainable with the power of effort leading to progress, being recognized by a good coach.?
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Empowering Sales Professionals! One-on-one and/or group coaching for Sales and Management teams.
2 年Really good, Tim, thank you!
No BS Career Coach for Leaders in Tech | Career Clarity | Job Search Strategy | Executive Coaching | Interview Prep | Speaker & Podcast Guest | I help you achieve success on YOUR terms.
2 年The whole effort / progress / results thing is PHENOMENAL. I recently received feedback from a 1:1 coaching client who said my program had “sharply diminishing value after the first couple of sessions.” That really bugged me until I realized he quit putting the effort in around that time. The program has been very effective for a lot of people, which helped me process the feedback a lot. I’m all about impriving but…folks, you gotta do the work.
Global Learning and Talent Development Leader.
2 年Love this! Some alternative letters to consider.... "B"- Be Present, be in the moment with the person you are coaching. "C" -Curiosity, be curious to learn and understand.