We can all learn and develop to be the best versions of ourselves. Coaching is a great way to clarify purpose and values and set meaningful goals.
As leaders, we naturally like to help people solve their problems. In fact, it is quite likely that you moved into a leadership position was because you were a great problem solver and great at delivery. When you move into a leadership position you need to help your team so they can solve their problems for themselves. This can be quite challenging, so, how do you create a culture whereby leaders coach their teams so they can come up with their own solutions to their own problems? This is the approach I use in coaching:
Strengths-based
Focusing on individual strengths and how they can leverage their strengths is an empowering way to get individuals to challenge any limiting beliefs that they may have. Our natural tendency as humans is to focus on our weaknesses, however, the research shows that when we focus on our strengths we can go from good to great, rather than from not so great to mediocre.
Challenging limiting beliefs
Our thoughts are very powerful because they control our emotions, and our emotions lead to our behaviours, what we act on, and how we react. Limiting beliefs are thoughts or opinions that one believes to be the absolute truth, which can have a negative impact on one’s life, often hindering professional and personal growth. Some common limiting beliefs are fear of failure, that we’re not good enough to achieve what we want or that we are not worthy of success.
How do we work with limiting beliefs? Initially, you need to identify and question limiting beliefs. Then, choose a new empowering belief and practice this new belief in different situations to embed the new way of thinking and responding. Making a firm decision about changing limiting beliefs radically transforms lives and builds confidence.
Confidence building
Identifying strengths and challenging limiting beliefs is key to building confidence. You can support your team in building confidence by creating a feedback culture that enables you to let go and frees your team to fail in a safe way. Encouraging your team to keep track of their successes and accomplishments brings awareness to strengths and builds confidence.
Driving actions & holding accountability
Accountability is about delivering on a commitment to actions. The first step is to create clear next steps and expectations and identify how you will measure success. These accountability measures should come from your team member, by asking great coaching questions. Asking the team member to send you an email is a great way to gain their commitment and allow you to hold them accountable. This also helps them take ownership. Ensure that the person has the skills, resources, and training to meet the actions. If not, you’re setting them up for failure. Driving action is a way of identifying any obstacles to succeeding goals and any support needs, for instance, formal professional development.
In order to coach effectively, I encourage you to explore strengths, give people a safe place where they are heard and understood, and challenge their limiting beliefs. Coaching cultures encourage experimentation and the development of new ways of thinking and doing, in an action-orientated and accountable environment.
Do you need a coach? Or do you want to develop a coaching culture in your organisation?
I have completed over 600 coaching hours and am accredited with the Institute of Executive Coaching & Leadership and the International Coaching Federation (ICF). If you need support in developing a coaching culture I can help.
Get in touch to discuss options for a program today!