Your advice is not as good as you think it is.” While this coaching philosophy makes sense, it’s not easy to implement. Once this habit is formed, tools such as Root Cause Analysis, Value Stream Mapping, OEE, 5S, Gemba Walks and others can have real meaningful impact. Here are my 3 Takeaways: 01. Even if your organization continues to practice a traditional performance review process, you can build the habit of coaching into your day-to-day employee interactions. With a solid foundation in place, here are four additional ways to develop a coaching habit: Traditional performance review conversations have leaned toward a focus on one-way conversations with a heavy emphasis on the past. Ask, “What was most useful for you?” Along with the initial kick-start question, the learning question is a “Coaching Bookend.” This question guarantees that everyone will find these meetings and sessions meaningful. A look-back matters, of course. Even if it’s the wrong advice – and it often is – giving it feels more comfortable than the ambiguity of asking a question.”. Some of the simplest questions to start with for almost any situation include “What can you tell me about this?” or “What do you think?” or “What happened?”. Coaching is the … “What do you think?”, “I have a concern about something I’ve noticed. As a coach, counselor, or any other form of helping professional, you’ll never stray too far off the mark if you stay intensely curious about your client and what makes them tick. Because people value good advice, you like to give it and you regard your advice as worth hearing. Often, coaching training is complex or dull or seems unconnected to the real world of business, so managers find it difficult to understand the relevancy and implementation in their day-to-day lives. At the core of The Coaching Habit, the author lists seven essential questions that... 03. How often are you pausing to have conversations with your employees about the current state, how things are going, and what they need as they continue to show up every day to do the work you, your organization and your customers need them to be doing? If you remember nothing else in this blog post, remember what I am about to say:  Coaching starts with questions. Coaching is the best way for you to be helpful to your employees. The Coaching Habit: Say Less, Ask More Questions and Change the Way You Lead Forever. Are you showing up as a coach? It focuses the staffer to pause, think and pay attention to the most important new information that emerges from the conversation. As soon as you try something new, you'll get resistance Without an agreement about the next steps you will each take, you risk miscommunication and wrong directions. At Living As A Leader, we offer a Leadership Development Series designed to produce leaders that can positively shape the cultural environment, reduce turnover and achieve crucial business initiatives. If you want employees on your team to be both productive and fulfilled, put on your coach hat regularly. The Coaching Habit is a treasure trove of practical wisdom that takes a timeless pursuit--to turn every manager into a coach--and breaks it down into a simple set of everyday habits. You and your staffer must determine the need that underlies the want. Developing a coaching habit requires having five elements in place. Consider the habit of asking questions your foundation. It’s by one of my favourite authors and gurus Michael Bungay Stanier. Instead, foster agreements and show up frequently…as a coach. - Jessica Amortegui, Senior Director Learning & Development, Logitech “As a manager and a leader, you want people to get stuff done. 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