5 Coaching Techniques for Leaders

I often get asked by my clients how to bring in more of a coaching approach to their leadership. Coaching as a leader is not the same as “pure” coaching with a professional coach, however some “simple” coaching techniques can be used to benefit a conversation, make more out of the interaction and lead to a better results, clarity, understanding, innovation and solutions, as well as supporting the person to grow and develop. You might already do a few of these things, changing how you have conversations might initially feel unnatural, however with practice they become easier. These techniques can be included more easily into a conversation or experimented with to see which ones you’d like more of in your leadership style.

1.       Listen.

Not listening happens a lot, it is not the easiest thing to listen when there is lot going on, however people notice when you are distracted or not listening, virtually or in person, and it has a negative impact on the interaction. Creating a space where there are no distractions (phone, laptop, emails, even your own thoughts on something else or to do lists), going in with the intention to listen and understand (versus listen to reply) creates a more productive space and leads to better outcome.

2.       Reflecting back or paraphrase what you are hearing.

Linked to listening reflecting back what you are hearing, using the same wording, shows you are listening, checking in on what you are discussing and makes sure you are talking about the same topic. Paraphrasing can be used similarly but could have the added benefits of using different but similar language to help clarify or think about it in a different way. Asking a question after reflecting or paraphrasing helps move the conversation or thought process further.

3.       Ask open ended questions.

Be curious about the conversation, try using questions starting with “what” or “how” versus closed questions which get a “yes” or “no” answer. This will facilitate more innovation and broaden the thought process, creating more understanding and clarity. Even if you know the answer, facilitating someone to think through their process supports their development.

4.       Pause.

Even if it is pausing for 1-2 seconds after a question, reply or comment. Often when there is an interesting topic it is easy to want to jump in, pausing can create space for more thinking outside the box, innovation and reflection. It also stops talking over people, going back to listening.

5.       Solidify the learnings.

A lot of what is different about coaching is expanding the thought process, gaining clarity and learning, which can often be applied to other areas. Asking what the person has learnt about the situation or themselves can help solidify and focus the person on what was important about the conversation. It also gives a different perspective, is a way of reflecting and looking at the takeaways from the conversation.

Note: “leader” here is not only defined as someone in a senior or executive position, it can be anyone in a position where they have some sort of influence or accountability to a person or process (Brené Brown has a great description in Daring Greatly) this could be as a manager, HR, project manager, entrepreneur, teacher or parent.

What do your want to take away from reading this?