The Coaching Effect Blog

The Coaching Effect Blog

    Transformational Leadership: 10 Coaching Tips to Maximize Performance

    by Kathy Collins / May 29, 2014

    Photo by Hattie Kingsley Photography

    There are many roles we take on in the pursuit of transformational leadership, but there is no role or title as important or effective as, “coach.” The ultimate goal of coaching is the process of transforming a person from where they are in their career, to where they have the potential to be. Transformational leaders (i.e. coaches) have the ability to create a lasting impression on their team and likewise create meaningful growth for their organizations from the center outward. In addition to the organization becoming intrinsically better, individuals are found t be more satisfied, productive with a sharp decrease in turnover as a standard. If you are a leader that desires to improve their coaching skills, there are some simple things that you can instill in your work life right away to see instant improvement. 

    10 coaching skills that will boost team performance:

    1. Foster and ongoing dialogue. You need to be engaged with each individual you are coaching. The conversation must be two-way and scheduled to occur on a regular basis (weekly 1:1 meetings.)
    2. Collaborate.  Working to together in order to identify challenges and subsequently developing a plan for improvement. Accomplishing this process together cuts down on process confusion and creates buy-in for positive change in the workplace.
    3. Set up and follow a plan.  Have a plan-of-action about what specifically needs to be changed or improved in order to create a higher degree of performance and the time line that the team is committed to accomplishing these changes.
    4. Share resources.  Be sure to always be proactive in sharing best practices, articles, webinars, emails that you feel may be useful to the team.  Share business or inspirational books that you have read and found useful. Be sure to follow up with a conversation about their response or engagement with the material as well. Everyone brings a valuable perspective that we sometimes forget to include on a daily basis.
    5. Celebrate success. When we recognize one another’s successes, it is proven to be the most effective motivator for creating ongoing success and motivation.  When team members feel valued, they are more apt to work harder for the team.
    6. Acknowledge problems and concerns. If a team member has a problem or concern, be sure to address as quickly as possible in order to not let issues grow before they can be solved.
    7. Listen actively. Be attentive.  While listening, be sure to summarize what you are hearing to be sure that both are on the same page.
    8. Improve your questioning skills. Sometimes we are thinking of our next question while listening to the last answer. Good coaches ask open-ended questions an create a non-threatening atmosphere in which a team member feels safe to share, be heard and solutions discussed.
    9. Try to be objective and nonjudgmental. You want team members to be comfortable and honest during your conversations. It’s important to focus instead on behaviors and not personalities as a whole when considering advice.
    10. Get people to think through their actions.  Getting team members to think through things before they act next time can foster personal insight that will help them understand how to create positive change in the workplace and will also help you understand the meaning behind their actions in the past.  Focus on the behavior that you want from your team member rather than trying to correct the behavior you don’t want.  Telling someone something is not enough.

    It’s also important to:

    • Let team members know WHAT they are supposed to do
    • Follow up with training on how to maintain proper performance
    • Create a feedback system
    • Increase the amount of verbal reinforcement

    Ultimately transforming leadership is about relationship building. It’s someone who will guide, support and challenge so that you can reach your ultimate potential.  It’s about asking the right questions in the right moments from a place of real competence so that you are able to become a better leader for the sake of the business, your team and the bottom line.  Great coaching enables you to build a company culture that is based on ownership and accountability by all.

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    Kathy Collins

    Kathy Collins

    Kathy Collins is the VP of Client Success at Ecsell Institute. She currently handles software maintenance, client needs and support and all company operations. As an empowered facilitator, she dedicates her work to efficiently improving upon strong organizational process and the corresponding measurement and tracking that coincides.