If you’re an HR professional who sees the #leaders in your organization struggling to manage their #people and #productivity well, I get it.
Working in #HR myself for many years, and subsequently #coaching leaders from the front line to the C-Suite for over 13 years, I’ve seen the all-too-common ruts many leaders can fall into.
For many leaders, it’s no fault of their own – since they are often promoted because of their excellent ability to do the work or get results. Leading others, however, requires a COMPLETELY different MINDSET AND SKILLSET than actually doing the work.
So, what can HR do to help fill the gap when leaders come to you for help?
How can you coach them to greater success on a day-to-day basis…teaching them to ‘fish’ and not ‘catching the fish’ for them’?
Here are 4 tried-and-true coaching competencies to close the gap:
1) ACTIVE #listening
Listen for more than what the leader is saying with their words. Pay attention to underlying thoughts, assumptions, beliefs, and values that are driving their words. Notice body language, energy level, and tone of voice.
2) Curious Questioning
This includes being present with the leader. Respond with questions that demonstrate attentiveness to what they are saying. I call these “customized questions,” which means they are questions specific to what the person just said. Be intentional to remove your own judgments, filters, biases, and assumptions so you can ask open-ended, curious questions. This will help you get to the bottom of what is really going on with the leader.
3) Affirming and Acknowledging
It’s so important to identify the gifts, natural strengths, experiences, knowledge, and specific characteristics of the leaders you work with. Many times, these leaders have so much to contribute and so much natural ability to lead (even if it does need to be refined). But those leaders often miss how to leverage their strengths. And because they are so good at these things, they often expect it should be easier for others (another great awareness many leaders need to be alerted to).
4) Sharing Observations
A powerful coaching tool is sharing your observation. Observing is simply calling attention to something that is factual or true that you notice. It doesn’t mean stating an opinion, it simply means noticing (i.e., “I noticed that you seem stressed when you talk about…). By simply stating your observations, you help leaders achieve a greater level of self-awareness and maybe even clue them into something they’ve been missing.
Coaching is transformational. And, we are passionate about helping leaders move from BOSS to COACH LEADER and partnering with HR to grow and sustain a healthy workplace culture.
If you’d like to explore how we can help you cascade the concept of being a coach-leader throughout your organization, click to schedule a strategy call.