Effective Coaching has been shown to inspire strong employee outcomes.* Coaching has the potential to profoundly deepen employee engagement, empowerment, and expertise. Throughout the book Meaning-Centered Leadership: Skills and Strategies for Increased Employee Well-Being and Organizational Success, we discuss the impact of effective coaching. (Your Coaching Playbook – chapter 13)
Effective coaching begins with active listening, which involves hearing the whole statement without jumping to a quick fix or conclusion. It helps to set the stage for deep interpersonal influence. In our research, we found that active listening from the leader is crucial for employees in determining the character of the leader. Deep engagement requires active listening and active listening sets the stage for powerful questioning.
Powerful questions that look to the coachee for answers is essential. It helps the coachee identify and formulate solutions. It builds the coachee’s capacity to look at situations with a fresh perspective and increase their effectiveness. Perhaps more importantly it builds their self-efficacy.
Self-efficacy has been shown to have a high impact on employee performance. Coaching that builds self-efficacy has the power to strengthen performance. It can also be personally transformative as both the coach and the coachee experience learning take-aways. Self-efficacy is empowering and further deepens engagement. Coaching can also be a way to grow organizational expertise as the coach supports the coachee’s growth.
The simple infographic included in this blog simplifies the complex task of building effective coaching strategies. For assistance with preparing you or your organization’s ability to deepen their impact for profound organizational outcomes, contact us today.
* Grover, S., & Furnham, A. (2016). Coaching as a Developmental Intervention in Organisations: A Systematic Review of Its Effectiveness and the Mechanisms Underlying It. PLoS ONE, 11(7), 1–41.
