So, you have been coaching employees within an executive business for a few years now. You have built your business up so that your coachee’s lives have drastically improved and they have achieved more than what they thought possible before. Nonetheless, you feel like you have reached your peak as a coach, you have given them your best work and all the techniques you know, and have taken them far as you can take them. However now you, yourself, have run out of tricks up your sleeve, or tools in your toolbox, and you need a kick in the pants to take your coaching career and your coachee’s lives to a whole new level. By revealing five tips on how to coach employees effectively, your employees or coachee’s will be challenged to be their absolute best. 

We have all been there…we have all reached a point where we are stagnant in our careers, and we want to push further. You can tell you have been getting a bit complacent around your coaching and although you feel very comfortable with the coaching techniques and tools you use and share with your clients you know deep down inside you need to introduce some new ones for your own skill development. Fundamentally you know you need to be continuously monitoring your work to stay current and stay ahead of the marketplace in order to enhance your personal coaching brand and increase the value of your coaching sessions.

Let’s be honest…the Internet has assured us that there are no secrets. Everyone knows what you know. Anyone can get anything, anytime, anywhere and for free. Therefore great coaches understand this ideology and constantly strive to accelerate their learning. As a coach you must be committed to life-long learning, honest personal and professional evaluation, and continuous and regular self-improvement.

With that in mind, here are five tips on how to coach employees the techniques to use during your coaching sessions to step up your game, and get the most out of their coachee.

1) Focus on the word “Instead”

Have you ever had a coachee that is faced with a problem, but they seem lost as to where they actually want to go? If this is the case, there is a simple technique you can use with them when they loose sight of their goal. It can help them get to where they want to go if they aren’t quite sure where that is.

The coaching technique I have found that works well is to use the word “instead”. For instance when your coachee is faced with a big problem…ask them to focus on the following:

  • What do you want to be doing, INSTEAD of what you are doing now?
  • What do you want to be thinking, INSTEAD of what you are thinking now?
  • What do you want to be feeling, INSTEAD of what you are feeling now?
  • What do you want to be saying, INSTEAD of what you are saying now?

Once they determine what they want to do, think, feel and say, you will be surprised at how quickly your coachee can come up with alternative solutions to do INSTEAD of what they are currently doing.

2) 10,000 Hours to Master Your Craft

In the book Outliers: The Story of Success, author Malcolm Gladwell, says that it takes roughly ten thousand hours of practice to achieve mastery in a field.  To motivate your coachee to step up their game ask them to think about their goal, and work out how many hours they have put into achieving it. Then have them think about how they can increase these hours, and what can they do reach their goal.

Asking your coachee to break their goal up into the number of hours they have dedicated towards will help them figure out a tactical plan on what they need to do to achieve it, and when. Ask them how will they achieve their goal? Do they need support from anyone else? What resources do they need? If any problems come up then what can they do to overcome this?

Focusing on the fact that everyone needs to put in 10,000 hours to master their craft will help your coachee to push himself or herself beyond what they think they can do. This will help them when they need the extra mental energy to push.

Please note that the goal must be something your coachee is truly passionate about or an area where they have a burning desire to be the best. Challenge your coachee to push themselves to take one step further to reach their goals, even when they feel they can’t do any more.

3) Help Them Learn From Their Mistakes

A technique on coaching employees that I found to be really helpful for my clients is to learn from their mistakes. Albert Einstein once said “Anyone who has never made a mistakes has never tried anything new.”

In our society, although it should not be, making mistakes is often frowned upon. The secret for your coachee is to learn from their mistakes.

As their coach it is your job to encourage them to try new things…and help them realize that making mistakes should not be so feared or considered taboo. Whatever the past mistakes your coachee feels they have made, as their coach, you need to help them reframe it and look at them as learning opportunities. They need to look back and realize that they made a choice based on the knowledge and experience they had at that particular time, and that’s okay.

If they needed to make that choice again, then they would make a more informed decision today. As a journaling exercise have your coachee share their learning lessons, and knowing now what they do, have them share how they would make different decisions currently. With their knowledge, ask them what they would do differently today based on what they learned from their mistakes?

4) Set Manageable Goals

Here is another tip on how to coach your employees to set manageable goals. Ask your coachee to set a goal that is short and to the point. In the book, Your Brain at Work, author David Rock states, “A goal that is three to seven words is fantastic. If you can’t remember something, it doesn’t live in your world. It’s got to be embedded in your brain.”

Ask your coachee to come up with goals that are expressed positively versus staying away from the negatives. For instance, “Relax More” versus “Be Less Anxious.” Then ask your coachee to draw out a chart and write down all of the items they want to achieve in one column. In the next seven columns beside each goal ask them to document what they did each day that week to focus on their goal.

By the end of the week your coachee will have a record of how their week went. Did their actions line up with what they valued or wanted? If not, then why not? Where did their week break down? What areas need their attention?

This is a clear tool and technique for your coachee to see how their actions are lining up with their goals.

5) What Would My Hero Do?

We have all had someone we look up to. It could be a great artist, philanthropist, a fictional hero from the movies or a comic book, or even a mentor or family member.

Someone who you admire – that embodies who you want to be; or has something you want. Now ask your coachee what would your hero do to get what you want?

Ultimately your hero is an ideal version of you…a better version of yourself. They will tap into what this third person would do and realize their true potential.  Your coachee will then use the strength, imagination and qualities that they admire from their hero to get them closer to their own goals.

So there you have it – five coaching tips on how to coach employees to help you stay on top of your game. Whether you are a manager or a coach, you need to be constantly finding new techniques that will help you get the best out of your coachee.

If these five coaching tips above are not enough to help you and your coachee maximize your full potential, connect with us for more tips and programs on how to reach your coaching goals.