Nowadays, most learning occurs with the aid of a coach. Therefore, as a manager, you need to be able to master the art and practice of coaching. Fortunately, you don’t have to become a “certified” coach to become masterful!
Our 4M Learning Model™ can be applied to the coach and the “coachee”. Here’s how…
Step 1: Motivators – Discover what motivates you to coach and also what motivates the coachee to be coached. This is absolutely vital to the coaching contract. If only one of you is motivated, then the coaching won’t get off the ground. See my article titles What Motivates People? for more insights.
Step 2: Models – For the behavioral competency you are focusing on in your coaching contract, find a good role model who has already mastered this behavioral competency. For example, if you are coaching someone to be a better listener, pair them up with someone in your team or organization who is regarded as being an excellent listener.
Step 3: Mentors – As a coach, you may also be a Mentor. However, Mentors are those people who have “been there, done that” and can talk from personal experiences to assist the coachee overcome the inevitable barriers and setbacks they encounter on their journey. This may or may not be you.
Step 4: Mastery – “That which we must learn to do before we can do it, we learn by doing it” – Aristotle
Without practice and feedback, nothing changes. Again, taking the competency of listening, how often can you arrange for the coachee to engage in effective listening in the real world (as opposed to the classroom role playing type of practice) and receive feedback from peers, mentor and coach?
Start by applying these four elements to yourself as you set out to master the management and leadership competencies that you will find on our site.