Coaching is now widely seen as a core skill for any future leader, and is used by two thirds of businesses in the UK. It's such an effective tool for improving performance that it is now recognised as a vital skill for any line manager wishing to develop their career.
We encourage you to apply your coaching skills in your one to one supervision meetings with your team members. We have a list of coaching questions you can ask as a guide.
A member of your team may ask for a one to one coaching session with you to help resolve a specific issue or challenge they are facing. Or you may want to arrange a one to one coaching session with someone who you think may be struggling with a particular goal or performance issue.
Coaching your team members can also be a valuable way of stretching them. If you think someone has the potential for career progression you may want to arrange a coaching session to talk about the specific skills and experience that would support their development.
There are two models that you can follow in your coaching session with them.
The OSKAR model is a highly effective solution-focussed approach that is shown to help motivate coachees and improve performance.
The GROW model allows the coachee to spend a little more time thinking about the problem and the different options that could be followed to resolve it.
Adapting your coaching style
Coaching is not always suitable in all situations and it's useful to be able to adapt your style. When you have a level of responsibility it may be more appropriate to take the position of an expert, but when you are assuming a level of responsibility in the other person you may find a Catalyst style is most appropriate.
Discover what your style preference is, and what your level of flexibility is for adapting your behaviour in different situations.
For new managers or those who have not yet attended the Coaching for line managers course, we run regular two-day training sessions. Sign up for the next training course.