Don’t ruin one-on-ones by making them about you.
One-on-ones strengthen people.
Set an intention before you open your mouth.
You spend large amounts of time talking. Embrace the transformative power of one-on-one conversations.
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Some questions focus on situations. What happened? What’s wrong? What do you want?
Begin with situations, but don’t park there.
Coaching questions turn attention to the person.
Problems are mirrors that help us see ourselves.
Don’t rush to solutions. Make space for people to notice themselves.
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Coaches open channels for conversation because talking is learning.
You learn by talking unless you’re defending yourself.
Thinking generates ideas. Speaking tests them.
What seems crazy in thought may lead to brilliance.
Learn how to become a person people talk to.
Defensive people resist growth. They deny, deflect, and justify.
Helpers receive insults. Leaders suffer disappointment.
Defensiveness protects self-image. Arguments threaten it.
How to Disarm Defensive People
Everyone has potential. But you don’t run a rescue mission. Forget about coaching the incompetent. Train them.
The more capable the person, the more valuable development.
Elite performers in every sector have coaches.
Coaching won’t compensate for lack of aspiration or talent.
How to spot the coachable?
Unintentional sabotage is still destructive. Lousy coaching personalities create confusion during development conversations. They use words like “coaching” but really mean instructing.
Don’t be:
Fix-It Freddy
Leaky Linda
Vague-asaurus Rex
Support-Me-Not Susan
Bad coaching isn’t a mistake. It’s a catastrophe.
Included here are 5 ways to improve your coaching.
