KNOW WHO TO COACHJul 10, 2022
Do you ever feel like you’re working harder than the person you’re coaching? Have you ever invested time in someone and left with the feeling that nothing will be done with the ideas you discussed with them? This can be discouraging. Exhausting! It might even cause you to feel like giving up on coaching.
Part of your success as a coaching leader is to know WHO to partner with … and who NOT to partner with. Making smart choices isn’t about selecting people based on their personal characteristics. It’s about choosing people based on their commitment to move forward with their business.
Let’s take a look:
1. COACH BRAND-NEW TEAM MEMBERS
Most people begin a business with hopes, dreams, and expectations. When you work on building a relationship with your new team members, you get to know what’s most important to them. You won’t be able to measure their level of commitment, or their desire to learn and grow, until they get on the path to getting started. In the early days, you listen, guide, encourage, and pay attention to what they do.
Make conversations with new people a top priority in your schedule! You’re building trust one conversation at a time. Even short conversations, when done consistently, will add up to stronger relationships right from the start. Get to know people. Keep new people from getting stuck in fear by showing them what they can do to move forward.
You can say:
Tell me one thing you will do today to move in the direction of your goals!
2. PARTNER WITH BUSINESS-BUILDERS WHO WANT MORE
Keep a close eye on your team’s sales results. Be on the lookout for people who consistently make things happen. More important than identifying “top” sellers is looking for consistent sellers. Consistent effort is an indicator of desire.
Get to know what ignites your team members. Have frequent conversations about what is possible. Regular coaching with business-builders who want more will help you increase team sales and build more leaders. You can help people reach for more and develop confidence that they can achieve more. Help business-builders feel excited about reaching higher!
You can ask:
How is it going to feel when you make that happen?
3. COACH EMERGING LEADERS
Think of your emerging leaders as the team members who are taking action to build a team. When someone enrolls their first recruit and starts to help their new team member get started, they draw on leadership skills. Often, the emerging leader needs coaching to know what to do, how to do it, and how to prioritize their efforts.
You want emerging leaders to feel confident in what they’re doing while they continue to develop new leadership skills. It’s important to help emerging leaders work smarter, not harder, so they have plenty of time to keep recruiting and team building.
You can ask:
What is the most exciting thing, for you, about promoting to the next level?
4. COACH PEOPLE WITH SOMETHING NEW GOING ON IN THEIR LIVES
Life happens. Someone may change their full-time job, change marital status, move to a new state, or experience a life-changing event. When significant life changes happen, it’s not unusual for needs and wants to change at the same time. Pay attention to what’s happening in the lives of your team members. See life changes signals that it’s time for a coaching call to update goals and business plans.
You can ask:
In what ways does this change impact what you want from your business?
In all interactions with your team, watch for the desire to learn and grow. At meetings, watch for leadership skills in action. When it’s time to start a coaching relationship, commit to just a few calls. When you notice that the coaching is making a difference, keep the coaching relationship going by arranging a few more calls. This approach allows you to keep measuring desire and commitment as you move through the coaching process.
Despite best effort, leaders sometimes begin a coaching relationship with someone who isn’t in the right place for coaching to work well. Their desire may not be as strong as it appears. Other times, commitment and follow-through are weak. By committing to just a few coaching calls at a time, you maintain control over your schedule. When a coaching relationship isn’t working for you, it probably isn’t working for the person you’re coaching, either. If you feel like you’re pulling someone along, or you feel that the coaching relationship is more important to you than it is to the other person, it may be time to gracefully let go. Communicate with respect and grace. Move on by asking yourself, “Who needs me today?”
Know WHO to coach.
Know WHO NOT to coach.
Help people move forward through coaching!