Providing feedback & coaching

Why formal coaching conversations are valuable

Why formal coaching conversations are valuable

5 minutes

Leaders want their team or organisation to perform well, improve, and grow, but that’s not always the case.  There are times when team members need a little push or some guidance to get back on track, that’s why formal coaching conversations are important. These are structured interactions designed to help your team members grow and develop. Unlike informal conversations that may occur spontaneously, formal coaching sessions are planned, purposeful, and goal-oriented. It is one of the best tools leaders can use to provide guidance, support, and feedback to their people. 

 

Informal conversations are useful for discussing minor adjustments or refinements to your team member’s skills or behaviours, but when it comes to complex, sensitive, long-impacting, and strategic topics, sit-down conversations are more suitable. Let’s look at some of the benefits of formal coaching sessions. 

Benefits of formal coaching sessions
Depth and focus
Formal coaching sessions allow you and your team member to explore issues and challenges on a deeper level. They can delve into the root causes of problems, set clear objectives for improvement, and develop actionable strategies to address them effectively.
Structured approach
With sit-down sessions, leaders can follow a structured approach to coaching, including setting agendas, establishing goals, and documenting action plans. This organised approach ensures that discussions remain focused and productive.
Improved performance
Formal coaching conversations play a significant role in boosting performance within teams. By providing structured guidance, targeted feedback, and personalised development plans, these conversations empower team members to enhance their skills, overcome challenges, and reach their full potential. Structured coaching sessions also ensure that performance-related issues are addressed systematically, leading to visible improvements in individual and team performance metrics.
Goal orientation
Formal coaching conversations have specific objectives identified at the outset. This clarity helps team members understand what is expected of them and provides a clear roadmap for their development and improvement.
Confidentiality
In case of sensitive issues, sit-down coaching sessions offer a confidential environment so the team member can feel comfortable sharing his or her concerns, knowing that the conversation will remain private and respectful.
Developmental focus
Formal coaching sessions look at the long-term view, not just in terms of goals, but also for the team members’ development. It is a great opportunity to identify growth opportunities, provide targeted feedback, and tailor development plans to meet the individual needs and aspirations of each team members.
Strategic alignment
Conversations about strategies need a formal approach. By having formal conversations, leaders can align individual goals and priorities with broader organisational objectives. By ensuring that team members’ efforts are aligned with the organisation's strategic direction, leaders can maximise the impact and effectiveness of their teams.
How to know if your team member needs a formal coaching session

Determining whether someone needs a formal coaching conversation involves recognising issues, communication, and empathy. The following signs usually indicate that your team member needs help:

1. Any noticeable changes in behaviour, such as increased frustration, disengagement, or withdrawal, might indicate underlying issues that require attention.
2. If an individual is struggling to make progress on their goals or projects despite receiving support and guidance, they may need targeted coaching to help them overcome obstacles and develop necessary skills.
3. When a team member expresses a desire for career advancement or faces challenges in navigating their career path, coaching can help them clarify goals, identify development opportunities, and create a plan for growth.
4. If a team member directly asks for assistance or guidance on a particular task or project, it's a clear sign that they could benefit from a coaching session.
5. Expressions of self-doubt or lack of confidence in their abilities mean that an individual needs guidance to build their skills and confidence.
6. If you believe the team member has untapped potential or is capable of more than they are currently demonstrating, it might be worth having a sit-down session to help them reach their full capabilities.

Once you’ve identified these signs, approach the situation with openness positivity. Schedule a private meeting to discuss your observations, offer career guidance, improve performance, or to collaborate on goals and strategies for improvement. 

 

 

by
Hellomonday