Too many sales coaches, sales managers, team leaders or
leaders pay the price when it comes to coaching or intervening with those that
they are meant to coach.
The intended outcome becomes blurred because of the
inclusion of their(coaches’) egos, personalities, incorrect methods or emotions during the
coaching process.
Some coaches are hard nuts and thus will seem cold and
unsympathetic when coaching.
Some coaches want to be liked and not want to hurt feelings
during the process.
Some over speak or over facilitate; some use terms that are
inappropriate; others will come to a coaching session without facts.
I know of a few coaches who are not consistent with the
process or those that they are coaching.
Thus I find the below four points as a perfect strategy for
successful coaching with the coach responsible for the direction
and the outcome of the coaching.
These points may not necessarily be in sequence as stages
during the coaching session, but for clarity I think the following sequence
will assist.
I call them conversations. Note that these 4 conversations
may need to be had in one coaching session or it may depend on the reason or
severity for the coaching session.
These may be used for performance management sessions or
even ad hoc coaching sessions.
Point 1:
The conversation of accountability. This is a
conversation that you will normally have when dealing with the person’s job
description, tasks or responsibilities.
The trick here is to stay on course and outline what needed
to be done, was not done or the shortfall-whether it is quantity or quality.
Point 2:
The conversation of alignment. This is a
conversation where you may need to do a dip check to gauge the persons
understanding of the job description or requirement.
To me this is of utmost importance so that we eliminate all
misunderstandings or lack of understanding.
If used during performance management then use targets and
achievements to make you more credible and impactful in you addressing the
situation.
Point 3:
The conversation of possibility. This is normally a
conversation that you will have perhaps with someone who has lost faith, lost
hope, frustrated, disappointed.
Or it can be because you need a different focus from that
person or added a new task or duty. This conversation will come with buy-in and
some questioning.
It is a conversation that embraces a strategy of moving
forward.
If this conversation is used with some or all the
conversations above, then this conversation will normally be the last one.
Point4:
The tough conversation. This is not a rude
conversation, or loud conversation or a time for you to get aggressive and show
irritation.
In fact this conversation will prevent all of the above.
This conversation normally takes place when the other
conversations above or any other coaching intervention has failed.