When coaching is not helpful?

Is there someone on your team that you would like to train, but is resistant to your help? A high-performing professional who could go further? A hard worker who could grow faster? The best managers know how to train their employees, but what if someone doesn't want your help? How can you convince an undecided employee that your advice is worth it? Training can seem like a punishment, especially for people with good performance who think they have it resolved, so state specifically what you value about their work and why. In addition, coaching is not just about talking, but it leads to action and, hopefully, to greater effectiveness. If you're supervising people at work, you've probably heard the advice that you should not only manage your direct reports, but also “train” them. You'll want to create a dialogue that helps the employee become aware of what they're doing and then help them develop an alternative action that leads to better results, in short, empowering them.

Be transparent about your intentions. If you haven't explained why you're offering advice, be explicit. The employee who resists may be passive, postpone meetings, or act as if they were willing to coach, but never change their behavior. When an employee has the skills and capacity to complete the task at hand, but for some reason has difficulty with the confidence, focus, motivation, or bandwidth needed to do their best, coaching can help.

Don't force it. “When people are forced to train, it's not a recipe for success, Batista says. However, in my experience, helping leaders focus on adopting these behaviors is much more effective than talking to them about “training.” I have worked with managers who have spent two years obtaining a coaching degree and then refuse to give a direct answer to anything that their direct reports ask them. If you think that someone who depends on you needs counseling, ask yourself if the problem in question is related to their lack of knowledge, skills, or abilities in a certain area.

While taking a “coaching” approach is a very popular management trend, coaching isn't always the best solution. Too often, a person can be seen going into “coach” mode and, with a special tone of voice, asking questions that, given the situation, are simply embarrassing. Coaching involves asking questions, listening, reflecting, rather than directing, showing, telling, or teaching. If he needs help with his attitude, train him, but be prepared to offer tips and teaching tips along the way.

Dealing with external factors can be complicated, and you may be able to teach him some skills as you go.