How to Be a Workplace Coach Video

You've probably heard people talk about coaching at work. We all know what a sports coach does, but what's a workplace coach? And would you make a good one?

Coaching is a great way to develop your team's skills and abilities. It can boost their performance, and help them deal with challenges before they become major problems. From time management and career development, to finding the right work-life balance, and even solving workplace conflict, coaching is a great way to solve these kinds of problems together.

Before you start, it's important to remember that coaches aren't counselors, teachers, trainers, or therapists, although they might use some of the same skills. Managers and leaders, in particular, make great coaches. After all, they already have a good understanding of how people are performing, as well as any challenges currently being faced.

At the same time, they need to approach coaching with humility and openness, as it's often only through one-to-one sessions that problems can be fully explored.

Coaching doesn't have to take long either. It could just be five minutes to help people work through a quick problem, or it could take the form of more regular sessions – for example, in your one-on-ones.

However you use it, here are some basic rules to get you started.

First, coaching is confidential. It only works if the coachee feels free to talk about all aspects of their problem without fear of judgment. That means that when you're coaching, you'll likely hear some personal disclosures. The coachee needs to trust   that these won't be discussed outside of your session.

In coaching, the answers need to come from the coachee. Your role is to ask questions that help them to think and reflect on what they want to do and how they can work through problems. This can often be far more powerful and effective than simply telling them what to do.

Avoid setting a strict agenda. Coaching conversations work best if they're relaxed and there's no fear of judgment. But there does still need to be a focus. So, ask your coachee what they want to get out of your coaching session. This will help you to guide them through the actions they'll need to take to achieve their goal.

Start with simple, open questions   . These should help define the problem, and allow the coachee to start thinking about possible solutions. You could use questions like, "What supports or resources do you have that could help you right now?" "How do you think you could address this problem and stop it from happening?" "How much control do you feel you have over the outcome?"

Regardless of your job status or relationship outside of the session, coaching works best when both people are seen as equal partners. The coachee needs to define the issue, while the coach should use their skills and experience to guide and support them.

You also need to remember that you're coaching the whole person, who likely has specific experiences, emotions and behaviors. While workplace coaching will likely focus on workplace issues, you need to recognize that other factors and life circumstances may also play a part.

Finally, remember to listen actively   throughout the session. Summarize the key points that the coachee has raised, and check in with them about how they're finding the session. This is all-important to understand whether you're on the right track or not. It will also help you to look back on how far you've come, and think about what you need to do next to help your coachee achieve their goal.

So if you want to get involved in workplace coaching, remember that the coachee's interests always come first. Guide them, support them, and help them to discover their own solutions.

To discover more about workplace coaching   and how you can use it to improve your team, read the article that accompanies this video.