The Art of Coaching

Questions This Guidance Answers: 
  • How do I help my team improve?
  • What can I coach my team on?
  • How long does it take to coach my team?

Most managers probably think they do a fine job coaching their teams, but guess what? You probably have several misconceptions about coaching that prevent you from getting the absolute best out of your team. Today, we discuss coaching at length and present a coaching model that you can start using today to improve your coaching abilities. It's both easier and takes less time than you think.

Note: In July of 2009 we published a REVISED Coaching Model.  The new model is less complex and easier to implement.  This older show has been replaced with the audio from Part 1 of the new model.


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Mike and Mark-- Great medium for

Mike and Mark--
Great medium for professional develoment! I listened to the Coaching podcast from the side of a mountain (bike) trail...talk about cross training! You invited listeners to submit examples that might help you describe coaching and other tools. So here's mine--

My organization--a 3-4 person consulting firm with each professional working from their own virtual office. I am the owner and only full time staff person. The Tools really helped me improve the quality of my feedback and delegation.

The employee I rely on and have been coaching the most works about 20 hours per week. Each of us uses lots of telephone and email to communicate, no standing meetings, occassional client meetings, and live and work very flexible schedules. Most of the tools (e.g., using one-on-ones to apply the coaching tool) seem to emphasize face to face (non-virtual) settings. Also, the part-time nature of my employee's work would seem to necessitate generally longer periods to monitor behavior or expect change behavior.

Are the Tools just as applicable to my situation (managing 1-3 part-time professionals using virtual offices, and little face time) as a large, multi-layered, bricks and mortar office with many employees? How might I tweek the Tools to overcome the extra challenges, if you see any? Thanks for your thoughts.

Mark

Mark and Mike Great stuffs I listen

Mark and Mike

Great stuffs
I listen your show daily on the way to pool. Before I swim 40 laps in the early moring, its encourging to listen your show.
I listen your show daily after dinner having brisk walk. Its rejuvanating while I listening your show.
I am newly promoted manager, was sent to lots work shop to learn the management skills. You know what? Not only the media you use also the format of the content are so effective for people like me who is enthusatic about menagement skills.
I am currently located at Taipei just relocated back to my home country from US and believe the managment skill are universal. Was an engineer when I was in US now promoted to FAE manager in sales organization. Feel empathy when i listened to your show about "solution to stalled technical carrer"
Here is my example

I am managing our local distributor engineers. They are not directly under me however, for my job's scope, i need to coach them/lead them/manage them.
Its very challenge while you trying to manage people who are not working under your organizaton.
I truely belive its real leadership. We rely on our influecnce power instead of position power. In the end, if I really can influence them. I belive I will be successful in leadership.

My learning of journey just start, thanks for providing such great program.

Be healthy to both of you and your family!!

Eric

[...] One of the greatest parts of

[...] One of the greatest parts of being a manager is coaching your directs … even if, we’d guess, you don’t do it nearly often enough. But you know if you’re one of our thousands of regular listeners that with the coaching model, we recommend you coach every member of your team ALWAYS. The reason we recommend this is that most managers think that coaching means TRAINING, which it doesn’t. For the hundredth time: any manager, with the Manager Tools Coaching Model, can coach ALL of their directs at ALL times, for the most part DURING their weekly One on Ones. [If this intrigues you listen to the Coaching Casts, starting here.] [...]

Hello from India! I've just started

Hello from India!

I've just started listening to your podcasts and I want to thank you for these excellent tools. Recently I have been asked to mentor two of our employees and I found your podcast on the Art of Coaching an excellent guide on how to get started. I like the real life examples and as I'm currently pursuing my MBA while working I find the content very useful in understanding concepts and models that seem theoretical at times.

Thanks again and I do hope that you guys carry on delivering this excellent content.

Mike

Mike- You're welcome from

Mike-

You're welcome from America!

We're glad you're with us. It's a privilege to serve you.

Mark

Hello from Munich, i read your article

Hello from Munich, i read your article and i have a short question...
Do you really mention that a manager could coaching a team? From my point of view, a manager lead or manage a team but never in real business he can coach a team. Why? Let say he (the manager) has two person in his team they dislike each other. I would join that meeting, when the manager open the reason for disliking and he is coaching this "open minded" team ;-)
Any comment? Please let us discuss via email.... best regards Norbert, Munich Germany

The Coach is = Coaching each Person personally
The Manager = Lead a team

Norbert- I'm sorry this has taken so

Norbert-

I'm sorry this has taken so long.

Yes, we really do think a manager can coach one of his team members. We do it all the time.

Please help me understand better what you're saying won't work...?

Mark

Britney... Read more about

Britney...

Read more about Britney...

Mike and Mark--Gre

Mike and Mark--
Great medium for
Mike and Mark--
Great medium for professional develoment! I listened to the Coaching podcast from the side of a mountain (bike) .
..talk about cross training! You invited listeners to submit examples that might help you describe coaching and other .
So here's mine--
My organization--a 3-4 person consulting firm with each professional working from their own virtual .
I am the owner and only full time staff .
The Tools really helped me improve the quality of my feedback and .
The employee I rely on and have been coaching the most works about 20 hours per .
Each of us uses lots of telephone and email to communicate, no standing meetings, occassional client meetings, and live and work very flexible .
Most of the tools (e.g., using one-on-ones to apply the coaching tool) seem to emphasize face to face (non-virtual) .
Also, the part-time nature of my employee's work would seem to necessitate generally longer periods to monitor behavior or expect change .
Are the Tools just as applicable to my situation (managing 1-3 part-time professionals using virtual offices, and little face time) as a large, multi-layered, bricks and mortar office with many employees? How might I tweek the Tools to overcome the extra challenges, if you see any? Thanks for your .
Mark
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Elvie Ceja