🏔️ LxI #004: The Winning Formula

Read Time: >5 mins

Today, you’re getting the inside scoop on coaching.

I’ve had the opportunity to coach leaders at companies big and small. From family-owned lumber yards to renowned tech titans like LinkedIn, Uber, and Google.

But do you want to know a secret?

I actually use the same 3 coaching practices every time.

Whether you’re working with a seasoned exec, or a first time manager, there are 3 dead-simple practices you can use to achieve unbeatable results.

Here they are:

Practice #1: Empathy-based Conversations

Coaching conversations should be a safe and welcoming space. A place where we go to work on the real challenges faced in the day-to-day-of our businesses (without judgment).

These conversations require the coach to lean in and seek to understand what their counterpart is saying.

Empathy-based conversations are important because they:

• Build trust

• Enhance problem-solving

• Increase emotional-intelligence

Here’s how it works:

Focus on building your active listening skills and think about the emotions your counterpart might be experiencing when dealing with the subject you are discussing.

Practice #2: The Positive Paradigm

Here’s how it works:

When setting goals around behaviors to change:

• Avoid focusing on what’s not working

• Instead, reverse the problem. What’s the opposite of the behavior that’s not working?

• Focus on doing that (positive) thing more.

Here’s an example:

Dwight has a hard time managing his emotions when he hears things he doesn’t like.

Instead of Dwight’s goal being: “Stop letting emotions override my better judgment”

We’ll shift that goal to be: “Stay focused- even when dealing with upsetting situations.

If you avoid negativity and focus on the opposite, you’ll unlock better outcomes.

But why does this work?

Because “energy flows where focus goes”. Focusing on what you want to happen makes it much more likely you’ll achieve that outcome.

Practice #3: The Expectations Framework

If you want to drive real results from coaching, you need to talk about what’s expected from everyone.

Here’s how:

1. At the start of your meetings - Set goals for the conversation, what do they need help with. Revisit notes from last session.

2. At the end of your meetings - Collaboratively agree on action items to work towards. Be sure these are realistic and account for their workload.

3. After the meeting - Send a summary of the conversation with what you discussed. Revisit this next meeting.

Rinse & Repeat!

Watch how these 3 practices improve your coaching results.

That’s it! See you next Saturday.

🗞 In the news:

• 15 Rules for Negotiating a Job Offer

• How Will You Measure Your Life?

• Why more people want to work in HR now

P.S. Follow me on Twitter and LinkedIn for more leadership strategies, management tips, and culture-building systems.