Coaching. In most companies, we sit down with our manager once a year to discuss past performance. If we’re lucky, it’s twice a year. Part of the process is setting a few goals, some of which we can influence, and some (or most) of which we cannot.
Is that really the best way to help your team grow and develop into (even more) valuable employees that actively and measurably contribute to the success of your organization?
For the last four months, I’ve been teaching and working with an international team of internal auditors in the financial industry on the topic of coaching. So far, 120 auditors have been through the training program here in Europe, the US, and in Asia.
This team of auditors is being empowered by senior management, through the training, to improve their communication skills. Perhaps not unusual in itself.
What is unusual is that the new annual performance goals of training participants will include using the coaching methodology in their roles as managers. These participants are senior auditor managers within their teams, and after the training, are required to implement the coaching methodology in their discussions with their direct reports. (Yeah!)
The coaching method we worked with is GROW, which is co-created by Sir John Whitmore. Find out more from his best-selling book Coaching for Performance.
GROW is much more ‘ask’ than ‘tell’. It relies on the strategy, questioning and listening skills of the coach.
The beauty of GROW is that it enables a coach to empower their staff to identify the desired goal and the steps necessary to achieve that goal. Your staff is then accountable and responsible for the resulting transformation. And that is empowering!
Empower YOUR team to achieve next-level results. Focus on their communication skills. Focus on transformational coaching. Focus on transforming results from good to great.
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