As coaches, our coaching is not supposed to be about us. But often, what we call coaching is really advice or counseling. All three conversations have a use and a place, but it is important to know what you are doing and what your intent is. Why? For coaching to be effective, the performer needs to own the conversation and subsequent actions.
Please, managers, do not start a conversation with, “Bob, can I give you some advice?” Bob will probably be polite, but he is surely thinking that he wants your advice about as much as a root canal with no numbing shot. Honestly, unless we are highly fascinating thought leaders (and even then), most people don’t want to hear our advice. They want help.
Sourced from: HRM Today Featured Posts
