Coaching Conversations
We are now, more than ever, needing to have good quality communication with our team, our manager and our clients. They will all be experiencing change - both positive and negative.
How do you decide what is the best way to communicate? Using coaching skills, you can start to turn on your empathetic skills and listen to them fully.
Adopting a coaching style in your communication can be key in how to do this.
Coaching skills can be used when you are trying to support someone, in development conversations, for supporting greater level of self awareness, and helping people identify areas of particular strength or weakness (helps build resilience and encourage motivation and focus).
Just now, people might just want to feel that have been listened to.
There are a number of models that you can use to change to a coaching style, and to help you stay out of judgement and stop giving advice! We've pulled our some of out favourites here (GROW is the most famous one but pick one that suits your current situation).:
How do you decide what is the best way to communicate? Using coaching skills, you can start to turn on your empathetic skills and listen to them fully.
Adopting a coaching style in your communication can be key in how to do this.
Coaching skills can be used when you are trying to support someone, in development conversations, for supporting greater level of self awareness, and helping people identify areas of particular strength or weakness (helps build resilience and encourage motivation and focus).
Just now, people might just want to feel that have been listened to.
There are a number of models that you can use to change to a coaching style, and to help you stay out of judgement and stop giving advice! We've pulled our some of out favourites here (GROW is the most famous one but pick one that suits your current situation).:
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Having Difficult Conversations:
Even in tough times, difficult conversations needs to happen - perhaps even more so.
Our key points to follow:
And be kind to yourself - difficult conversations are needed for both parties - people can't develop what they don't know and people should know the truth as soon as possible.
Our key points to follow:
- Be clear before you meet on your preferred intended outcome
- Plan what you want to say, and possible replies
- Be specific (no wishy washy language), no personal attacks
- Start with the end in mind, even prepare them before the meeting
- During the meeting, be clear and offer a solution
- Listen well, time to tune into your empathic side
- Respond only on information you have - it is ok to say you can come back to them if you are unsure.
- Be assertive (this is not aggressive tho.. it is taking people with you while you stand your ground - is there a win win here?)
- Conclude with your preferred next steps (this should tie into point 1 however point 6 might have adjusted it)
- Provide written confirmation on the agreed outcome, next steps and to clarify any points raised in point 7 above.
And be kind to yourself - difficult conversations are needed for both parties - people can't develop what they don't know and people should know the truth as soon as possible.
Get Feedback:
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The 5-5-5 evaluation is a great way to get feedback on your performance form those that know you the best.
As 5 people to write down 5 things about you (using the template to the right). It will take around 5 minutes of their time. You could also do it for someone else. |
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