We’ve been exploring coaching, what it is, how to do it, common pitfalls. And you are a focused machine. You’re on fire! But. It’s. Not. Working.

What the heck? The good news is that there are several areas to explore. You. And them.

Let’s start with you. 

1.     Do a self-assessment.

Definition: coaching is a focused and intentional effort to help another person figure out the best way to achieve his or her goals, build skill sets or expertise, and produce the results the organization needs. 

Explore your mindset.

• Clear and focused intentions?
• Patient and encouraging?
• Putting in the time required?
• Coming from a place of helpfulness?

Explore your behaviors.

• Clarifying intentions (i.e., value and benefits to them)?
• Using the right approach?
• Asking great questions?
• Listening deliberately?
• Engaging and supportive?
• Getting commitment to plans?
• Following through?

 2.     Do a motivation and competency audit for them.

What else might be going on.  Consider:  motivation and competency (i.e., will and skill).

Explore the six sources of influence: motivation and competency, combined with individual, social and environmental factors.

The six-source model helps us expand our view of why people do what they do. By looking at all six sources, we can expand our traditional thoughts about why people do the things they do.

Source 1:  Self, Motivate (Pain and Pleasure) Taking pleasure from the current behavior or finding the desired behavior to be painful. 

Example:  Planning. Ew.

Source 2:  Self, Enable (Strengths and Weaknesses)  Lacking the knowledge or ability to perform the required task. Feel  more capable performing a different task. 

Example:  Marketing. Ew.

Source 3:  Others, Motivate (Praise and Pressure)  Others (friends, family, coworkers, and bosses) punish the right behavior while praising the wrong behavior. 

Example: Dad telling us to go to work.

Source 4:  Others, Enable (Helps and Hindrances)  Others make it hard or challenging to do the right behavior while making it easy to do the wrong behavior. 

Example:  Peer pressure at work, can’t say no to assignments.

Source 5:  Things, Motivate (Carrots and Sticks)  The formal reward structure encourages the wrong behavior while discouraging the right behavior. 

Example: Sales team, rewards for individuals.

Source 6:  Things, Enable (Bridges and Barriers)  The environment, structure, policies, procedures, rules, and all other things make it hard or impossible to do the right behavior while making it easy to do the wrong behavior. 

Example: Offer hybrid work environment, but not providing technology resources at home.

 If you’re having a coaching challenge, it’s likely that you’re experiencing that challenge from your coaching (#bigbummer) or from something else influencing their behavior change. The good news is now you can more easily diagnose the problem.  

 The six sources of influence are based on the book, Influencer: The Power to Change Anything, by  Kerry Patterson, Joseph Grenny, David Maxfield, Ron McMillan, and Al Switzler.

Be the coach everyone wants to work for!  You can: ht

Be the Best Leader You Know

Perform with Power, Lead with Impact, Inspire Growth

To sharpen your skills and increase your confidence, check out the Confident Leader Course:  https://www.intentionaleaders.com/confident-leader