Having good coaching skills is essential for any leader or manager to ensure professional success. It provides a range of advantages for both the employee and the organization, leading to teams being more productive, more resilient and less likely to leave voluntarily. Organizations whose leaders have developed coaching skills are 130% more likely to achieve better business results and 39% more likely to achieve better results for employees, such as engagement, productivity and customer service. The most important attribute of any coach is that they want to help the person or people they are training to learn.
A good coach doesn't see themselves as an expert capable of solving all the problems and having all the answers. Instead, they view themselves as people who support the learning process. The benefits of coaching are numerous; 80% of people who receive coaching say they have greater confidence in themselves and more than 70% benefit from better work performance, relationships and more effective communication skills. There will be times in any coaching relationship when you, as a coach, feel like you need to say something that the person being trained might not want to hear. As a coach for thousands of entrepreneurs, executives, career changers and keynote speakers, I have analyzed some of the key differences between management and coaching, and why coaching is the most important skill any leader can master to ensure professional success. The second is an internal training relationship, in which a manager or leader acts as a coach for their team. Fortunately, there are many training programs, such as the Niagara Institute's manager training skills, available to organizations that invest in the training skills of their leaders.
Great coaches and coaching leaders are delighted when the person they're training achieves something. They find that this helps them to structure their training around the person being trained and to ensure that the training is as effective as possible for that person. In an external relationship, the coach has no experience in the field or any personal interest in the outcome of any decision, except to the extent that the person being trained is satisfied with the result of the training. An effective coach, especially a coach who is interested in transformation and leading change, knows how to guide employees towards innovation and new discoveries. Whether you're a professional coach, a leader, or a manager who uses a coaching approach to help your team members develop, or you use your training skills in a less formal environment, there are a number of key skills that will help you become a great coach. It has been said that coaches should never offer opinions, but should only ask questions to guide the person being trained on the subject.
It shows no respect for the opinion of the person being trained and is unlikely to lead to a productive coaching relationship.