Navigating Diverse Coaching Styles for Optimal Results

Your coaching style changes depending on the person you are working with according to their personalities and their learning habits. Some people can be shown how to perform a task once and they have it. That’s not always the way I learn, but others take relatively little direction.  Some may have to see it repeated several times. Others may need to hear  detailed instructions, still others prefer learning by reading or YouTube videos. Finding out how a particular person learns will save both you and the coachee time and frustration in the coaching process. The most effective way to discover a person’s learning preference is simply ask. Each person knows best what method they prefer.

Before beginning a coaching assignment, a simple tool to use is a “User’s guide”. Think about how much easier a coaching relationship would be if your coachee came with a “user’s manual” that told you the things they liked and disliked.  It would be much easier if people told you how they liked to be treated and in this case, coached.

Some sample questions:

• The best way to give me feedback is…
• The best way to ask things of me is…
• The way I evaluate performance is…
• You’ll know I’m unhappy or frustrated by…
• In order for me to do my best work I need…
• What takes the wind out of my sails is…

Include additional statements that would give you answers for how to work best where personalities.

Tailoring Coaching Styles: Adapting to Varied Individuals and Situations

As a coach, learn to select different coaching styles for different people. Not all people or situations are the same, so you need to master different coaching styles to adapt to different circumstances. In some cases, you need to adopt a direct approach, particularly when working with a coachee who has little experience or whose performance requires changes for success. This includes instruction on development in an area of expectation. Directed coaching is used more often with new employees who need direct instruction in developing in an area of expectation, by learning new skills.

Other coachee’s need reassuring and supportive coaching where you act more as a facilitator or guide by helping them find their own answers to their problems. The objective is to prepare them to take on new or greater responsibilities.

As a coach who understands that people learn and grow at different rates, adaptability to the style that best meets their learning habits will make you more effective.

Good coaching recognizes that people have areas to improve their skills and your goal is to not make promises to them but remind them of the opportunities for advancement that could be available with some changes in their behavior.

• Explore opportunities together for gaining knowledge, skills and commitment needed to advance their career.
• Ask questions that will help uncover areas of development and growth that is needed to advance their career goals.
• Help them create a mutually acceptable plan for gaining new knowledge and skills.
• Discuss a follow up plan to measure and receive feedback for personal growth.

Encourage your coachee to use what they have learned to coach someone else.  This will give them a deeper understanding of what they have learned and applied.

As a coach who adapts their coaching style to the personality and learning habits of their coachee, we take on the role of evaluator as well as coach.  As an evaluator you will be reviewing their performance as it relates to those who report to them.  As a coach, you are looking for ways to help them grow and improve.  The key to being an evaluator and coach is creating an atmosphere of trust with you as well as their direct reports.

To help them create a culture of trust, help your coachee to show the same kind of interest you have shown them with their people that report to them.  People want and need support and autonomy to gain trust with each other.  Help them understand that participation in coaching itself increases trust for both parties.

Effective coaching is an upward spiral, with trust as the foundation.

A smart coach is always ready to flex a tried-and-true style that has worked with one person and adapt to a totally different style to unleash another persons’ hidden potential to a fresh level of performance.  No cookie cutter ways to coach all people.  Take a leap in your coaching by adapting to the needs of your coachee.

If you would like a copy of a “User’s Manual”, just email me. Or if you’re looking for some professional coaching or development, contact us here.