The power of coaching; here's why it works.

Individuals that solve and overcome their challenges without being handed answers on a plate are more likely to be successful. Not just some drivel I'm spouting to promote my work. It's a fact.

You know the feeling, as a leader, you don’t always have the time or budget to offer coaching to your team members. It’s quicker and easier to give them some answers and instruct them on the next steps. 

You’re right, sort of. This time. It is quicker easier.

The next time there's a challenge and this team stalls, what do you think they will do.

You there, yes you. The one with all the answers and the job title that suggests you should give them away freely. Step up and get involved again.

In the long term how realistic is this, how much are you doing for your team that they should really have got a handle on by now? It’s not intentional, clearly, your intentions are positive and aimed at doing the best for the business. 

A little coaching early on can relieve you of longer term strain and create feelings in your team of capability, trust and empowerment. They may even think of new ways to tackle old puzzles.

What if you could regularly start from the position that your team can deal with their challenges, that they have what they need to solve the problems that arise. 

What if you believe that your job is to help them when they really are properly stuck or if it’s obvious (and true) that only you have the answer or access to provide the resources required.

A study in 2013 demonstrated the value coaching brings; where a feeling of self-efficacy is a better solution than instruction and direction. The brains of a small group of participants were studied using an fMRI scanner. 

During the study, the subjects were given sentences and phrases that were ‘advisory’ in nature. Sentences such as “the best way to do this is xxx”. What they noticed was this advice set off a response in the area of the brain associated with threat, suggesting that the subjects would more than likely resist the information; or ignore it completely.

Others in the study were coached, they were encouraged to explore what was important to them and were asked questions that helped them connect to the subject at a level of purpose and intent. Their scans lit up like Blackpool in the areas of the brain associated with reward (ok the study team didn't reference the famous illuminations but there was a significant light show).  Reward centre activation triggers the release of dopamine. A one of our best friends in habit formation.

My fellow coaches are likely to smile smugly at this, they are unlikely to find this information particularly surprising. We witness our clients make lasting changes in their work and lives through coaching. Often through the tackling of limiting believes and assumptions, some of which are unwittingly there due to a reliance on helpful managers and leaders. 

No lasting behavioural change comes from a third party uttering the words “I think you should…”

Gentle, empathetic and expert exploration of these areas enables individuals to utilise their own insight, observation and introspection. The consequences of this, lead them to feeling more capable, reflective, even resilient. Feeling that they have the mental horsepower and capacity to problem solve when new challenges occur. 

This can be deeply motivating.  One question remains; how to keep this alive, to use this new found ability and confidence across various contexts?  As coaches, we can encourage our clients to keep notes or other things that help them remember, we can build on progress made by exploring how the thinking can be applied in various situations so it’s not embedded as a single-context solution.

Individuals that engage and involve others to act as accountability partners can find value in having a trusted colleague share in what they’re trying to build as habit. This brings observation, help and support should old patterns surface. They can also help in celebrating achievement steps along the way. A great way to reinforce new behaviours. Another way to get that healthy hit of dopamine.

Are you a manager, a leader of people? What is your view on coaching? The science would suggest it’s the stronger strategy for lasting empowering change for your team. How comfortable might you be to take that initial investment in time or budget to include coaching for longer-term gains.

“Education is not the learning of the facts but the training of the mind to think.” 

Albert Einstein

Study Source Data.

Jack AI, Boyatzis RE, Khawaja MS, Passarelli AM, Leckie RL. Visioning in the brain: an fMRI study of inspirational coaching and mentoring. Soc Neurosci. 2013;8(4):369-84. doi: 10.1080/17470919.2013.808259. PMID: 23802125.

Macro Red Ants: Photo by MD_JERRY on Unsplash