Notice not only their words, but also the tone of voice, body language, beliefs, and what seems to be most important for the other person. Listen too for the values behind the matter at hand, as well as the emotions that people feel. But listening to understand also means paying attention to other levels.
Naturally, when listening, you pay attention to the facts being discussed. Listening to truly understand someone starts with recognizing that multiple levels of information are conveyed in a conversation: facts, emotions, and values. But listening to understand goes beyond these active listening techniques for coaching others. Listening starts with paying close attention, repeating back concepts to build understanding, and summarizing what you hear. Establishing Next Steps & Accountability.Just remember LACE, our acronym for the 4 core skills for coaching conversations: Unlike some coaching models that can be convoluted and theoretical, the 4 core coaching skills we teach (adapted from our Better Conversations suite of coaching skills solutions) ensure that in the moment, you’re not trying to remember a concept or a theory, but have pragmatic guidance to follow.
We believe that whether you’re a professional coach or a leader with coaching responsibilities, you need to build your coaching skills and the relationship. Use These 4 Core Skills to Coach Your People: LACEĪt CCL, our coaching methodology is based on research and our 50 years of experience coaching leaders in organizations around the world.
That’s why we’ve been helping leader-coaches understand how to be an effective coach, and boiling it down to specific actions. So they end up giving reviews and giving advice, but they don’t really understand how to have a coaching conversation with their people. The problem is that leaders are being held accountable for developing others, but few are taught coaching skills or know effective ways to coach others. If they perform well, you perform well.Īnd if you aren’t currently measured on your “ability to coach and develop others” - that’s likely to change soon.Ĭoaching provided by outside experts continues to be important and valuable, but increasingly, organizations are looking at on-the-job coaching as a vital tool for developing talent and meeting performance goals. You know you need to coach your employees.