| Coaching is a very important part in leadership. | | | | difference it makes with the people and our |
| Without it, most companies, organization or small | | | | reactions towards them. This will then help us |
| groups reach their downfall because many | | | | make well-informed decisions and solve |
| problems are not addressed properly. In order to | | | | performance problems quickly. Remember, |
| avoid failure or to mend it before it happens to | | | | however, that when you ask the wrong question, |
| your group, read the mistakes often committed in | | | | you will get the wrong answer. |
| leadership coaching: | | | | 4. Jumping to the wrong conclusions. |
| 1. Focusing on the person and not on the issue or | | | | This is somewhat linked to not asking questions. |
| the situation. | | | | When we don't ask questions, then most likely, |
| Some leaders take it personal. What they don't | | | | we will also jump to conclusions. This is where |
| know is that there are many factors that affect | | | | prejudice sets in and it disables our ability to think |
| human performance. If you would rather focus on | | | | rationally. To avoid this, we must be able to |
| the issue, the situation or the behaviour and | | | | gather all the information we need first about the |
| separate that from the person, then you are | | | | person and deal with him/her accordingly. |
| more likely to solve the problem. | | | | 5. Not allotting time for leadership coaching. |
| 2. Giving more criticisms and less praises. | | | | Coaching is often taken for granted. The less time |
| People respond to kindness. Leadership coaching | | | | you devote to it, the more performance issues |
| does not mean you have to shout out praises to | | | | are raised. However, if you allot a specific time |
| your people, but finding the right time and venue | | | | for this, you will reap the positive results in no |
| to do so as well as to make corrections will | | | | time. |
| definitely boost the morale of the people. | | | | Avoid these mistakes often committed in |
| 3. Not asking questions. | | | | leadership coaching. Now that you are aware of |
| When we don't ask questions, we often don't get | | | | these, you can use this awareness and make |
| the right information. But when we ask questions, | | | | coaching a priority in your organization. |
| and more specifically, the right ones, we'll see the | | | | |