Why is a coaching mindset important and how can you develop it?

Managers, as we have learnt with time, are hired to get things done and get results quickly. A natural by-product of this approach is a"tell culture" where managers tell their teams what to do, thereby curtailing the potential and thinking ability of the team. In contrast, a coaching midset is an "ask culture" where in an environment of trust, you ask probing and open ended questions to evoke inner reflection, deeper thinking, self awareness and seek answers that the team knows best . This encourages them to speak up, share alternate view points and take ownership of their proposed solutions. To develop a coaching mindset, we need to make the shift from"tell" to "ask', and learn how to listen ( not just hear) with full attention.

We are in times which is changing at fast pace, evolving and their is constant chaos across, we can’t be aloof of things happening in our environment and as leaders it’s an essential skill to develop and practise. Coaching mindset breeds culture of safety, trust and collaboration. Partnering for common goals, learning together and instead of competing with each other teams will collaborate to achieve greater goal. As leaders we can build such environment and energy with giving time to each individual, trusting them and listening them more importantly when they are quiet. I have personally experienced the value of active listening and fostering trust.

"A coaching mindset cultivates a culture of growth, fostering individual and team potential. By actively listening, asking powerful questions, and providing constructive feedback, we empower others to self-discover solutions. Developing this mindset involves training in active listening, empathy, and the art of asking probing questions. It's about fostering trust and unleashing potential. Embracing this approach encourages a collaborative, solution-oriented environment that nurtures talent, innovation, and resilience, ultimately propelling both personal and organizational success."

A coaching mindset and presence allows the answers to be found within the other person. It draws out more of what's inside someone, which increases ownership of what is discovered and turns it into action. It also brings forth more of what we pay people to do - their best thinking!

This sense of being in the ‘here and now’, helps to interact closely with customers and ‘put ourselves in their shoes’. Make it one of trust so that clients can feel accepted without being judged while making them feel motivated enough to share and discover more about themselves through learning.

Travailler sa qualité de présence et prendre du recul sur ce que le client dit pour pouvoir l’inviter à réfléchir sur sa propre situation avec un œil extérieur. Et d’autres fois, il suffit d’être là et écouter car les réponses sont souvent exprimées dans ces moments là

A coach is required to help an already established athlete in spotting his strengths and weaknesses, prepare him for an event in phases manner and let him deliver his best when it is required most. This a coaching mindset helps in identifying strengths of the team and placing them in a position to deliver the best result. In every day's job one gets caught up with mundane things and loses the focus. It is coach who brings him back to the board and makes sure that team is always on track to deliver it's best performance.

Sometimes best way to get things done is to approach with consideration. Considering several factors which can affect the approach can massively impact the final outcome. What’s best for the goals to be achieved can look different through different set of eyes.

A coaching mindset is key because it exceeds the boundaries of conventional leadership and management. It is about more than just telling people what to do; it's about guiding, empowering, and unlocking potential. It matters to Empowerment and Engagement, Problem-Solving, and Continuous Learning. And how can you develop a coaching mindset? Active Listening Provide Constructive Feedback Set Clear Expectations Celebrate Achievements

Time and time again I hear incredible leaders and even executive coaches asking closed ended questions. The power of open-ended questions and appreciative inquiry are the super powers of a great coach (or leader). Take the time to truly understand your client or employee. Ask the follow up question to continue to challenge them to reveal additional layers of a situation/challenge. Only then can you move forward effectively together.

After demonstrating the coaching mindset for clients and having them experience the relief, deep insights and seeing new possibilities, I have found they really appreciate also learning about the "art of asking questions". Asking powerful questions in the workplace - those questions can quickly shift their team members beyond the current perspectives and boundaries. And asking questions also helps them introduce their new found coaching insights into their workplace without sounding "preachy".

Why? How?

If we want better answers, We absolutely need to ask higher-quality questions! Questions are the gateways to Personal and Professional Growth. Be the Coach who asks the questions that nobody else will!

Effectivement,"toucher dans le mille" avec des questions percutantes permet de véritables prises de conscience même si cela peut parfois être douloureux...au coach de se montrer extrêmement bienveillant avec son coaché en accueillant les émotions engendrées par ces questions qui touchent en plein coeur ...🙏🏽

A growth-oriented feedback loop stimulates personal improvement while instilling an ability to be resilient. Through encouraging constructive criticism and life-long learning you help people view challenges as steps leading them to change, thereby instilling an attitude of continuous evolution.

One thing I've found useful in shifting from opinion to actual impactful evidence is to leverage the concept of tangible behavioral examples. Too often even seasoned leaders gravitate to language such as: "they are a natural leader" or "truly a people person." Instead, drive the feedback into the space of tangible behavioral examples, defined as specific on the job instances that speak to either the strengths or development opportunities that are in play. Example, a moment where a leader stepped up with a team that was spinning sideways, and explicitly state what the leader did to rally the team and produce an important outcome for the organization.

I've found a growth mindset invaluable both as an executive coach & for my own life journey As an executive coach a growth mindset - helps me to communicate future possibilities for the leaders I am working with - empowers me to challenge a leader's limiting beliefs that may keep them stuck - makes me a magpie when collecting tools & resources that appeal to a wide range of learning styles to support leaders in their growth journey For my own development a growth mindset has - taken me from corporate roles (22 yrs) to running my own coaching & leadership development practice (17 yrs) - inspired me to see the possibilities in opportunities rather than just the risks & limitations - shifted me from "I can't..." to "I can't yet - but will!"

Start by truly listening to your team members. Understand their perspectives, concerns, and aspirations. By actively listening, you will build trust and rapport.

I am working on developing my growth coaching mindset and helping colleagues reach their full potential. I have found it critical to embrace and believe in growth and change potential by focusing on asking open-ended questions to help colleagues discover solutions for themselves. Instead of giving advice and solutions, I ask thought-provoking questions to guide the conversation. I practise and develop empathy to understand and connect emotionally by actively listening and putting myself in their shoes. My coaching mindset helps colleagues become accountable for their actions and progress towards their goals by encouraging and guiding colleagues to set goals and stay accountable for taking action, which is critical to colleagues' success.

Self-coaching is a tool that will help you understand your own strengths and imperfections. It also sends out a strong message of your work ethic to all. You not only enhance your effectiveness as a coach but also create lasting trust in self-knowledge by providing a safe environment for self-reflection that empowers one to achieve their full potential.

Together with self-coaching, supervision is a must for professional coaches. It's key to explore different perspectives, reflect on your work and learn from other professionals when experienced in a group setting.

One of the more powerful and effective Mindsets for Leaders is to adopt an "Executive Athlete" Mindset. Work as an Elite Athlete trains. One of the many benefits of this type of approach to work is that we place A LOT of attention on Functional Recovery and Intentional Energy Management.

Silence is a powerful tool. This will allow the participants to question their own values and opinions. Follow-up with a question, what are/were you feeling or thinking about.

The adoption of the coaching approach involves changing how you think by regarding every encounter or issue as an opportunity to develop or improve processes. Giving up on providing instantaneous solutions will help in making sense, in which case, they would manage their professional problems in their own way while promoting independence and achievement through guidance. Secondly, developing coaching state of mind includes personal advancement and continuous learning, showing how empathy, hearing and mind opening are vital for long lasting mentorship connections.

Imagine the coaching mindset as a key that does not just unlock doors but whole new worlds of potential within your team and yourself. It is like trading in the role of a traditional leader for that of an inspiring mentor who does not just instruct but guides.

Get a coach yourself. Having a great coach is not only helpful to learn from and gain different perspectives on coaching, but it's vital to you to continually challenge and develop your growth mindset and resiliency. Coaches who are actively doing "their work" day in and day out will be able to show up in powerful ways for their clients. Just talking about coaching is not near as powerful as actively being coached yourself. Practice what you preach.