Coaching is the most important activity and it is everyone’s responsibility. There are coaching opportunities all around and coaching isn’t just about job skill. Coaching is about the whole person from skill to behaviors to thought processes. Coaching is also about identifying management and systems roadblocks and inefficiencies.
Call them forward to learn, improve, and grow, rather than to just get something sorted out. These five P’s of coaching is a framework for choosing what to focus on in a coaching conversation. The five P’s help you to decide which aspect of a challenge might be at the root of a difficulty that the person is working through.
The people must be in the right role or show potential to develop into the role. The goals need to be clear and they need to have bought into those goals. The coaching is all about the person because it is about their development. Coaching to the person shouldn’t happen just when there is a performance issue but also for grooming them for career advancement.
Here you evaluate their adherence to the process first and then evaluate the process. If they aren’t following the process you can’t determine if the process is broken. Once they are following the process you want to check to see how the process enables (or disables) their ability to meet the objectives and make changes accordingly. Process coaching includes the use of tools and resources and helps to maximize or streamline the use of those tools and resources.
Look at patterns of behavior and ways of working that could be improved. This part of coaching is where your best development conversations will surface. This aspect is personal and challenging because it provides an opportunity for their self-knowledge and potential to blossom. These conversations do not happen enough in the coaching process.
Passionate people will take your organization to the next level. This is how you can truly differentiate yourself from the competition. If there is no passion the results will never be better than average and growth will be stunted. Passion happens on two levels: passion for the job and passion for the organization. Passion contributes more towards value creation than any other human capability. This is because the primary purpose of any organization is to provide value to its customers and your employees are what demonstrates that value through deliverables to the client.
People’s work lives are enriched greatly when they feel they are making progress on work that is worth doing but the purpose isn’t always obvious and should be reviewed regularly to ensure it is understood. This is their why, why they get up and come to work, why they stay with the organization and why they deliver solid value to the clients. Just like passion, if purpose is missing the value to the client and the person are diminished. When people find meaning in their work, the also feel a sense of ownership and there is nothing that motivates high contribution more than that.
We spend too much of our coaching time reacting to the situation at hand. This creates a loop of minutia which prevents us from progressing the person. By regularly including two or more of the 5 P’s your coaching becomes proactive and the person’s development becomes strategic and forward looking.