Team members look to you to provide them with coaching to grow as professionals. They will feel motivated and perform better if they know you are supporting them. You want to enable your team members to find their own solutions rather than continuously come to you for answers.

Why coach? It’s actually less time consuming to adopt a growth mindset, one that assumes your team members can learn. If you invest in their coaching early on, you reap the benefitslater. They’ll start solving more of their day-to-day problems, freeing you to focus more on strategic issues.

Summary of the discussion

Mindset

• Fixed: belief that the person can't make progress

  • Maybe the person is afraid of failure, feedback, getting out of their comfort zone, not being good enough
  • Managers can be stuck in this mindset too, unable to see growth potential of their employees

• Growth mind-set: recognizing that people can learn and improve

  • Opportunity than better themselves
  • Failing can mean that not enough effort has been made

  Employee

  • What's your intent (driving force) behind what you're doing?
  • What impact you have (will have in the organization)?
  • How do your intent and impact create your purpose?
  • Personal growth balanced with supporting mission and goal of company (impact) -> purpose
  • Look for signs of wrong fit (of a job)? What are some ways?

  Active listening is a key aspect a coach / manager should have in order to deeply understand ones intent and ask the right questions. Key aspects:

  • Pay attention
  • Observe non-verbal cues
  • Affirm what you hear
  • Reflect on what you hear
  • Paraphrase with the person with your own words
  • Summarize key themes