1. Define Your Role as a Coach
Create a safe environment. Help them define and verbalize their answers, directions, and actions.
2. Listen to What is Said
Be curious. Seek to understand.
“Tell me more.”
3. Observe What is Heard and Seen
Focus on just the facts. Share what you observe, providing a judgment-less summary.
“Here is what I heard you say…”
“So it sounds like you are…. or want to…”
4. Validate What is Felt
Share the emotion and acknowledge it.
“I can see why you might say that…”
“It makes sense that you would feel…. given what you have shared.”
5. Empower What is Possible
Forward the thinking. Explore options, showing faith and optimism.
“So what’s next?”
“What could improve this?”
More on employee coaching and providing feedback:
- Webinar: 360-degree Feedback Coaching Best Practices
- Podcast: 360-degree Feedback Coaching Best Practices
- Blog: Leadership Coaching in 2019: What Type? Who Gets It? Who Does It?
- Blog: When Does Coaching Work?