How can coaching improve performance?
To be able to improve performance through coaching, there are two key elements – the coach and the trainee. Both need fully to subscribe to the journey they are about to take, as it is not just about what the trainee can learn; it is also about what the coach can take away from it as well.
Here, we look at both sides in more depth to illustrate the importance of each participant in this journey:
High Performance Coaching
No matter the time period someone has been coaching for in business or sales, there is always something new they can learn in every session they host.
Everyone is different, they learn in different ways; and also interpret instructions and advise differently. It is being able to see the signs of how someone learns best and how they react; that gives a coach the best opportunity to improve performance. There are typically four types of learning styles; visual (watching a demonstration), auditory (listening to instruction), read-write (text-based forms), and kinaesthetic (hands-on). Knowing how to interpret each of these types, even if someone doesn’t quite fit that mould, will give the coach a much smoother approach in their analysis and delivery.
As a coach there needs to be a set format of understanding where the trainee is currently with their performance, approach, and knowledge, of what is being strived towards in their everyday role. Once these have been established, there is a baseline where the coach can compare against best practice, offer advice and suggestions, then work together to strive towards those best practices -“Practice makes permanent”.
There is something to be said to either focus on the trainee as a whole, or focus on an individual area – each with positives and negatives. Looking at the trainee as a whole, you will be able to generate an overall improvement, with quick wins in certain areas – however there will be less chance of generating expertise in any of those areas, rather just a general improvement. Looking at a specific area of the trainee, the coach is able to build specific skills quickly – however there could be other key areas in their skillset the coach could miss as a result of ignoring them.
There are always going to be some highs and lows of the process for the trainee. Coaching can appear to be an ‘attack’ on their abilities, and sometimes feel a little too personal.
It is all about understanding what the training is for, why it exists, and why now. Nobody is perfect, although some would argue they are quite close; however just like the coach, a trainee can always learn something new or learn how to work smarter. As a trainee you have the power to engage with your coach and ask for specific areas to be explained, or state your preference for how best to move forward – either way this is a path you are taking together, so should embrace it.
To help gain a better understanding of how to coach employees in your business, taking a coaching course will give you and your trainees a refresher on best practice and maybe give you new ideas for coaching techniques you haven’t thought of before.