There are four things we certainly have to understand before deciding whether to provide coaching to employees or not. From a management point of view, there is a huge difference between counseling, coaching, managing, and mentoring.
Understanding the Four Aspects
Before making any decision related to employee skills and coaching, one must consider these four aspects. Let's understand these four simple steps that help enhance your business:
Managing
"Managing your employees means damaging your employees." Never try to manage your employees by pointing out their mistakes. When you tell your employee about his or her mistake/problem, you are reducing their inspiration. It kills their power of taking ownership, initiative, and responsibility. It will never solve their problem; instead, it will increase it. So, never talk about their problem. Managing is only required in discipline issues. Never try to manage your employees' skills and habits. Try to use their skills and habits positively.
Mentoring
This works only in skill deficit issues. If you have an employee who knows what to do, where to do it, why, when, and how to do it, but is not willing to do it, providing skill training can damage their performance, as they lack the internal willpower to do the work. Don’t tell a solution to your employees if they already know the solution; it will damage your relationship. Mentoring is all about functional training.
Counseling
It is the best way to interact with your employees and understand their concerns about a particular problem. If your employee has a problem, just ask them about it; don't tell them the problem. Telling the problem is outside-in, and asking the problem is inside-out. "Asking" always solves problems, while "telling" creates problems. Ask your employee questions like, "Why do you think this defect is occurring?" or "Where do you think the real problem is?" They will provide answers to all your questions.
Coaching
Counseling reveals the real problem of your employee, and through coaching, you can solve that problem in the future. Coach your employees by increasing their willingness. Ask them for the solution: "What do you think we can do to remove the defect?" "What are your top three ideas to remove the defect?" "What changes would you like to bring into your life?" Ask about their experiences, knowledge, and information. When they start speaking, it increases responsibility, ownership, and initiative. Involvement is directly proportional to commitment; when they provide the solution, they are more committed because it is their solution, not yours. Now, increasing their willingness will be very easy. When your employees are willing to help solve problems, you don't have to focus on the solution.
Coaching is the process of asking questions that are solution-oriented.
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