Essential coaching tips for improving team performance:
Encourage ongoing dialogue. Staying actively engaged with the person you are coaching is vital. All conversations should be two-way and they should take place regularly. Try to advance schedule weekly one to one meetings if possible.
Focus on collaboration. Work together to identify and combat challenges. A development plan needs to focus on collaboration between team members, rather than competition, to drive forward positive change within the work environment.
Create and stick to a plan. A clear plan of action is essential in order to facilitate changes and improvements. To foster better performance, everyone needs specific directions and time constraints. A clear timeline outlining when each change should be accomplished by the team is key.
Pool resources. Take a proactive approach when it comes to sharing emails, articles, webinars, best practices, connections and tools that you think your team can utilize. Consider sharing inspirational books, motivational speeches and business guides that have been helpful to you. Be sure to start a follow up conversation with your team about their engagement with and views about the material. Every individual can bring a valuable new perspective to successful life advice that we often forget to put into practice.
Celebrate success. Recognizing the achievements of individuals is a proven effective way to cultivate ongoing success. It can also motivate other team members. When people feel valued, their drive to work harder to deliver for the team increases.
Address all concerns seriously. Acknowledging a team member’s concerns and addressing them as fast as possible will stop minor issues growing into unsolvable problems.
Be attentive. Listen actively. Active listening means you summarise what you have heard to ensure both parties in the conversation are on the same page. Work on improving your questioning skills. Start thinking about follow up questions while listening to a person’s response to the first question. The best coaches ask open-ended questions to cultivate a non-threatening environment where a team member feels empowered to talk about their concerns and share possible solutions.
Be nonjudgmental and objective. You want your team to feel comfortable enough to be honest with you during all interactions. Try to focus on behaviors rather than personality traits when offering advice. This is central to transformational leadership theory for managers and can create big results.
Encourage team members to think through their actions. Making team members consider the possible consequences before they take action can help to foster personal insights that will help them really understand how to make positive changes to their working environment. It will also help team members to understand why previous actions didn’t deliver the expected results.
Focus on promoting the type of behavior you want to see instead of trying to correct existing behaviors.