{"id":124673,"date":"2024-03-11T11:36:00","date_gmt":"2024-03-11T15:36:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=124673"},"modified":"2024-03-22T13:32:14","modified_gmt":"2024-03-22T17:32:14","slug":"how-to-coach-employees-2","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/how-to-coach-employees-2\/","title":{"rendered":"How to Coach Employees: 3 Steps for the Best Managers"},"content":{"rendered":"\n<p>What&#8217;s hypothesis-based coaching? What are ways to coach your employees to success?<\/p>\n\n\n\n<p>Claire Hughes Johnson says that hypothesis-based coaching\u2014which we\u2019ll call inquisitive coaching\u2014is when you informally share your observations of your employees to guide them to better performance. Inquisitive coaching has three steps.<\/p>\n\n\n\n<p>Keep reading to learn how to <a href=\"https:\/\/www.shortform.com\/blog\/how-to-coach-employees\/\">coach employees<\/a> using these three steps.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-1-observe-your-employees\">Step #1: Observe Your Employees<\/h2>\n\n\n\n<p>As part of her advice on how to coach employees, Hughes Johnson advises you to <strong>carefully observe your employees\u2019 performance in various situations. <\/strong>She explains that, because different strengths and weaknesses will emerge in different circumstances, waiting until you\u2019ve seen your employees across these circumstances can provide you with a fuller picture of their tendencies.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: Experts point out that when you observe your employees, it\u2019s <a href=\"https:\/\/smallbusiness.chron.com\/observe-employee-performance-19393.html\" target=\"_blank\" rel=\"noreferrer noopener\">crucial that they don\u2019t <em>know <\/em>that you\u2019re observing them<\/a>. After all, many employees will grow anxious if they know that their performance is being monitored, which ironically leads to worse performance.)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-2-identify-shortcomings\">Step #2: Identify Shortcomings<\/h2>\n\n\n\n<p>Hughes Johnson writes that after enough time spent in observation, <strong>you\u2019ll be able to identify consistent shortcomings that afflict individual team members<\/strong>, as well as certain strengths. For example, you might find that one of your team members excels whenever they work on projects without strict deadlines but tends to become inefficient whenever you impose a deadline. Further, Hughes Johnson explains that the longer you look for patterns among your team members, the more effective you\u2019ll become at identifying them.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: Business leaders note that <a href=\"https:\/\/hbr.org\/1976\/03\/how-to-run-a-meeting\" target=\"_blank\" rel=\"noreferrer noopener\">you should write down <em>specific<\/em> observations<\/a> when identifying shortcomings that you\u2019ll later discuss with your employees, rather than more general musings. If you can point to specific instances, your employees will be more likely to understand the suboptimal behavior that you\u2019ve been observing. By contrast, when you provide overly general feedback, it\u2019s more difficult for employees to understand what exactly the problem is.)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-3-share-your-thoughts\">Step #3: Share Your Thoughts<\/h2>\n\n\n\n<p>After you\u2019ve identified possible shortcomings that hinder your employees, Hughes Johnson recommends that you <strong>share your observations with them so they can continue to grow<\/strong>. However, she clarifies that you must be tactful to do so: You shouldn\u2019t frame your observations as a judgment about them as a <em>person<\/em>, but rather about their <em>behavior <\/em>and its effect on their performance. For instance, rather than telling someone \u201cI\u2019ve noticed that you consistently underperform when you\u2019re under time pressure,\u201d try saying, \u201cI\u2019ve noticed that time pressure can make it difficult for you to finish projects on time.\u201d By focusing on an external circumstance rather than an internal failing, you remove any semblance of blame from your observation.<\/p>\n\n\n\n<p>Additionally, Hughes Johnson advises you to <strong>work together with your team members to investigate problems<\/strong>, rather than telling them what to do. She explains that when you order someone on your team to address a personal shortcoming, they\u2019re often put on the defensive and become reluctant to help. By contrast, when you <a href=\"https:\/\/www.shortform.com\/blog\/career-progression-plan\/\">position yourself<\/a> as a mutual investigator of the problem, you become a collaborator, making your team members more receptive to your thoughts and suggestions. For example, instead of simply telling a team member who struggles with time pressure to implement a <a href=\"https:\/\/www.shortform.com\/blog\/how-to-schedule-your-day-2\/\">daily schedule<\/a>, you could instead ask, \u201cWhat measures do you think you should implement to address the time pressure?\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What&#8217;s hypothesis-based coaching? What are ways to coach your employees to success? Claire Hughes Johnson says that hypothesis-based coaching\u2014which we\u2019ll call inquisitive coaching\u2014is when you informally share your observations of your employees to guide them to better performance. Inquisitive coaching has three steps. Keep reading to learn how to coach employees using these three steps.<\/p>\n","protected":false},"author":14,"featured_media":124712,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[29,14],"tags":[1427],"class_list":["post-124673","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career","category-management","tag-scaling-people","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Coach Employees: 3 Steps for the Best Managers - Shortform Books<\/title>\n<meta name=\"description\" content=\"Management is more than doing paperwork and bossing people around. You also need to be a coach. 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