As a true leader, I (only) coach

How do I effectively manage an employee who knows more about a particular subject than I do? For instance, I just hired a performance manager; what do I do when she comes to me with questions I don't have the answers to?

Especially when I don't have a clue myself, coaching is a great way to help my counterpart find the right answers on their own. And that's exactly my job as a leader. If I knew everything myself, I wouldn't need a team, just hard-working bees. I want my team to act independently and make their own decisions.

Coaching makes this simple for me: I merely ask open-ended questions.

With the following 4 questions, I can have a simple coaching conversation.?

1. WHAT'S ON YOUR MIND RIGHT NOW?

I figure out what's on my employee's mind.

2. WHAT ELSE?

Is that all, or is there perhaps something else? Maybe an underlying problem?

3. FOR WHAT PURPOSE?

I find out why it is important to that person and what their goal is.

4. HOW EXACTLY?

I get to the bottom of the issue. What can a solution look like?

LISTENING

What makes a coaching conversation most successful is that I listen. I don't give advice — I just listen, and I ask questions.

NOW IT'S YOUR TURN

Coaching requires practice but with whom and when do you practice a coaching conversation? It can even work between friends. I practice it every day, over and over again. Listen and ask instead of answer.

Your CoA Team

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