The attitude of a successful coach

What kind of attitude does a successful coach need to have? This is what I was pondering as I sent my eldest child off to school last week. Let me give you the context...

Surviving School - Parent as Coach:

In preparing for this monumentous occasion, I went through a range of emotions. A bit of sadness about my little boy growing up so fast. A bit of apprehension about all the new things he'll need to quickly master. And eventually, joy, excitement and most importantly, confidence. Confidence that he has the problem-solving skills to figure things out, and the resilience to cope if it all turns to custard!

In my role as "mum", I've tried to be a "parent-coach". To me, this means not intervening and solving all his problems before he knows he has any. It's also not about dictating exactly how he is to go about resolving any challenges he does face. In my view, it's about providing loads of encouragement, asking the odd question to help spur his thinking if he gets stuck, and both of us going on a learning journey together to discover new skills, facts and information. (Hence, my confidence about how he'd cope at school!)

Manager as Coach:

You've probably heard of the phrase, "Manager as Coach". One view is that it's the manager's job to get things done through other people, and that they'd do well to act more like a coach and less like an enforcer, micromanager, competitor or absentee!

If coaching my kids seems easy, then coaching staff should be easy too, right? 

Challenges for Coaching Managers?

With all the competing priorities present in an organisation (e.g. bottom-line vs quality vs staff morale vs ...), I reckon coaching can sometimes be a challenge when you are a manager. Especially when you are focused on the tangible "goals" and the "things that need doing". Rushing in with the answer to the problem might seem easier, less time consuming and more likely to result in the action you want! 

Helpful Attitudes?

In coaching my children, I am not as tempted to rush in with the answer all the time. Why? Because I understand the message that will send. "You are not capable of working this out for yourself, so I need to solve it for you." While not my intent, this is how they will probably perceive it!

Rather, my attitude is one where:

1. "Success" is defined as sustained, long term growth. It's not about "getting it right" first time or about avoiding "mistakes" at all costs.
2. Developing the person's confidence in themselves is key to growth. Without it, they may be less enthusiastic about trying things they've never done, practicing things they find challenging etc.
3. The relationship is paramount, and if you are going to strain it (by solving, dictating etc.), it better be for something very important!

I wonder if adopting this attitude with staff could make coaching them a little more natural too?

In the coming months, we will share some tips and strategies on how to be a successful coach in the workplace. In the meantime, if you're not already adopting this attitude with those you coach, how about giving it a try?

Disclaimers, oh the drag.... but ...advice is of a general nature so please apply with discretion!