info@leadingresults.co.uk
Facebook
Twitter
LinkedIn
Instagram
  • Home
  • About Us
    • Our Results Philosophy
    • Our Values
    • Our People
      • Doreen Yarnold
      • Anita Douglas
  • Our Services
    • Learning & Development
      • Virtual Learning
      • Practical Learning
      • Curriculum Development
      • Job-based Coaching
      • Competency Measurement
      • Social Learning
    • Business Improvement
      • Organisational Change
      • Business Diagnostic
      • Competency Mapping
      • HR Expertise
    • Professional Development
      • Commercial & Financial Expertise
      • Using Our Own Management Curriculum
      • Work with Awarding Bodies
      • Executive Coaching
  • Products
    • HR Portal
    • 360 Assessment
    • Leaders Knowledge Portal
  • Blogs/News
  • What Our Clients Say
  • Free Stuff
    • Videos
business people discussing in an office

Helping your team members GROW through coaching

31st August 2017adminLeadershipNo Comments

Leading Results are heavily focused on achieving results and showing how effective coaching can play a huge part in helping organisations maximise their potential.

Many people have different leadership styles based on their experiences and personalities. We have found that constructive, influential coaching stems from asking your team members some powerful coaching questions geared towards generating self-awareness and responsibility.

In the long run, this will help them develop new ways of thinking and hopefully lead them to grow and reach significant breakthrough.

Constantly feeding people information doesn’t have a strong impact, but getting them to think for themselves does. When people think on their own, they learn more.

There are some questions you can use in your coaching sessions to provide  the knowledge, skills and confidence to develop your team members, and to enhance both individual and team performance.

Through asking some simple but powerful questions you can expand thinking, create alternatives, remove blocks and encourage discovery.

Below are some example questions you could ask. Notice that the headings provide a fitting acronym that can help you to GROW your team through a coaching style that is right for you and them.

Goal questions

What precisely do you want?
What is it most important that you achieve?
What is your ideal outcome in this situation?
What will that do for you? And why is that important?
How will you know when you’ve reached your goal? What would it look/sound/feel like?

Reality questions

What is the current situation?
What for you, is the crux of the issue?
What have you tried so far?
What has stopped you reaching your goal so far?
What would happen if you took no action?

Options questions

What have you not tried so far?
If you could do anything you wanted, what would you do?
What could make it easy, and hard?
Who could help you?
What’s the worst that could happen? What’s the best that could happen?

Way forward questions

Which of these options seems best for you? Why?
What’s the first step? When will you take it?
What might stop you? How could you overcome it?
What support will you need?
What more do you need from me as your coach/manager?

After this initial interaction, it is important to establish a review process.

Ask your team member how they will review their progress, how success will be measured, and arrange a follow-up session with them to review that progress together. You can then ask them how they plan to maintain momentum and check what interim support they feel they will need from you.

It is worth thinking about this approach in terms of a journey. Firstly, you decide where you are all going (goal) and then establish where you are at the moment (reality). Then you explore the various routes (options) to your destination before committing to the journey by preparing for the obstacles you may face along the way (way forward).

Always bear in mind that when a team member comes to you with a problem, you must keep the responsibility for solving it squarely on their shoulders, otherwise they won’t learn or grow.

Even if you can see the solution at once, refrain from giving the answer as their self-belief will only come from solving problems themselves.

Read more: Why positive leadership is crucial at every stage of a business

Watch: VIDEO – Our passion behind making businesses great places to work

Tags: Coaching, goals, GROW, journey, potential, Results
admin
Previous post The 5 Stages of Effective Influencing Next post Leading Results director qualifies as chartered occupational psychologist

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Recent Posts

  • Join our Zoom session to help build your resilience in challenging times
  • Preparing for a healthy return to work after COVID-19 lockdown
  • How to look after your stress and anxiety during the COVID-19 pandemic
  • Time to seek advice from those with experience
  • How to maintain our team’s motivation during the coronavirus pandemic

Recent Comments

    Archives

    • June 2020
    • May 2020
    • April 2020
    • March 2020
    • February 2020
    • January 2020
    • December 2019
    • September 2019
    • July 2019
    • June 2019
    • May 2019
    • April 2019
    • March 2019
    • June 2018
    • May 2018
    • August 2017
    • May 2017

    Categories

    • Automotive
    • Leadership
    • Photography
    • Resilience
    • Web Design
    • WordPress

    Meta

    • Log in
    • Entries feed
    • Comments feed
    • WordPress.org

    Recent Posts

    • Join our Zoom session to help build your resilience in challenging times 24th June 2020
    • Preparing for a healthy return to work after COVID-19 lockdown 4th June 2020
    • How to look after your stress and anxiety during the COVID-19 pandemic 14th May 2020
    • Time to seek advice from those with experience 13th May 2020
    August 2017
    M T W T F S S
     123456
    78910111213
    14151617181920
    21222324252627
    28293031  
    « May   May »

    Tags

    Anita Douglas anxiety behaviour behavious business commitment communication conversation coronavirus COVID-19 culture development Doreen Yarnold employee employees employer engagement feedback leaders leadership Leading Results management manager mental health mental toughness motivation new world organisation parrtnerships pragmatic relationships resilience review setback staff stress support support network team tough times uncertainty understanding video workplace Zoom

    Categories

    • Automotive (1)
    • Leadership (36)
    • Resilience (22)
    • Web Design (1)
      • Photography (1)
    • WordPress (1)

    Our Mission

    So when it came to trying to think about distilling our mission into a few words, it was really important to us that it would convey that passion and drive. In the end it was incredibly straight forward. Simply put, it really is about you:

    “To create great places to work and do business with by developing leadership confidence, competence and capability.”

    What We Do

    We work with Organisations and Businesses to enable them to reach their maximum potential. Working closely with them we aim to achieve the best training method for them to make that happen.

    GDPR Privacy Policy

    Download our GDPR Privacy Policy
    by clicking on the link below:
    GDPR Privacy Policy

    Register Today

    Contacts

    info@leadingresults.co.uk
    Facebook
    Twitter
    LinkedIn
    Instagram
    HomeAbout UsOur ServicesProductsBlogs/NewsWhat Our Clients SayFree Stuff
    © 2017 Leading Results Ltd