Introducing coaching and mentoring schemes within a workforce are positive measures you can put in place to develop your employees and help them improve their skillsets. More and more employers are now turning to these schemes to help their business flourish.
Kate Cooper, Head of Research, Policy and Standards at The Institute of Leadership & Management, has recently shared her list of tips with HR Grapevine on what makes a great coach:
1. Be purposeful
A coaching conversation is never without purpose; the moment it starts, the coach is listening and creating space, however brief, to think about what that purpose might be.
2. Have structure
Rather like a well-crafted presentation, a coaching interaction has a structure; it has a beginning a middle and an end. The coach ensures that the conversation has a structure, is not rushed, there is sufficient time for the topic under discussion and it is not a request for advice.
3. Encourage trust
Trust is fundamental to the coaching relationship and is encouraged when the coach pays attention to that relationship, to building rapport. Create a degree of warmth so trust may flourish.
4. Be challenging
Coaches challenge; they help open new possibilities for the coachee, not themselves but the coaching interaction must be all about the coachee. Examples of what the coach has or hasn’t done are rarely helpful and shift the focus away from where it should be.
5. Ask questions
Coaches ask great questions but sometimes these can be as simple as “what happened next? “, “and then?” or not quite questions, just encouragement to carry on with the train of thought “tell me more”, “go on” or even a simple “and”.
For a more in- depth conversation about Coaching and mentoring call one of the team at Digital HR North East.
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