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How to hold powerful coaching conversations (Examples & the Script Template)

Aug 17, 2022

Conversations with coaches are an effective ability to transform leadership. Find out how to conduct the perfect coaching session using this template.

Nowadays, numerous companies are moving toward creating the so-called coach culture. The aim is to inspire, motivate and educate by having a conversation open between managers and employees.

Creating a coaching culture helps the organization to move away from making decisions about what action needs to be taken to solve particular problems and challenge. It also creates a culture which includes two-way conversations in order to establish objectives and determine the best course of course of action.

It's thought that when sufficient people in an organization learn to hold meetings with coaches, the overall culture begins to shift. As a result, an environment is created where people are willing to discuss their thoughts and ideas for improvement more easily. This in turn increases morale across the entire organization.

If you're a professional coach, employee, or manager everyone could benefit from the acquisition of basic abilities to coach. In this post we'll discuss how to conduct a successful coaching session as well as provide examples of scripts or questions to ask during your own coaching sessions.

What makes an effective coaching conversation?

All effective coaching conversations start by asking the right questions. If you can ask the correct coaching questions, you can help people gain an understanding of their issues or problems they're facing. Conversations with coaches are an excellent method to build on strengths and help others take the responsibility for their actions, development, and overall success.

Coaching conversations can be held in a formal exchange, like a session for coaching or employee review. However, smaller and more informal meetings can be held at the elevator, in lunch , or even within the hall.

One of the first steps to hold an effective coaching session is to ensure that the person you are about to have a dialogue with is open to giving and receiving feedback. Not all conversations lend themselves to coaching, therefore it is important to start by asking questions like these:

  •    "Can you help me walk through an idea?"  
  •    "If you've got just some time, I'd love to have something run by your."  
  •    "Are you open to constructive feedback about X"  

By opening a coaching conversation using similar questions as those previously mentioned, you can prepare yourself for feedback about the idea you're planning to present. You also prepare others for situations where you will most likely give them feedback.

The three keys to any successful coaching conversation

The three key ingredients to a successful coaching discussion is approaching the conversation from a position of optimism, cooperation and encouragement. It is about entering into the conversation with a neutral mindset and learning to keep your focus on the big overall impact, not just the individual responses within the discussion.

  1. Positivity

It's important to go into each coaching session with a positive attitude. It allows you to remain flexible to different goals and the outcomes, without assumptions about what you'll get out of the discussion. Be positive and you will avoid the very human tendency to become defensive and get a bit personal during a discussion.

  2. Collaboration

Collaboration is the key element in every coaching session because it allows the participants to learn via a conversation that's two-way. Being collaborative means getting curious about what your opponent would like to hear. Also, it means being present and attentive to what the other person's thoughts are.

  3. Assistance

It is also crucial to conduct all conversations from a position of mutual support. That means that you give the other person your full concentration and attention, which may require the taking of some time prior to your coaching session to put aside any worries or difficulties.

5 tips for creating better coaching discussions

These tips will assist you have more impactful and powerful coaching discussions.

  1. Pay attention to your surroundings

While holding a coaching conversation, it is important to pay attention. Beware of interruptions and our very human tendency to fill uncomfortable gaps or silences with words.

The best guideline is to follow the 90/10 rule. It implies that you spend 90 percent of your time listening to conversations while just 10% speaking. Remember to ask one or two questions at a given time, instead of putting a lot of questions together. Also, it is important to start the conversation with an open heart and willing to be open to making assumptions about what the conversation will be like.

  2. Take a moment to reflect

Retrospectively analyzing what you heard to ensure that you correctly understood the person you're speaking with. Consider reflecting on coaching sessions for clarity and understanding on what your counterpart wants to convey. An excellent way to do this is to pose questions such as:

  •    " What I've have heard from you could be ......."  
  •    "Am I interpreting the right thing? You said ...."  
  •    "It sounds like you're saying you're not saying that ..."  

Then, pause and then wait for the response of your partner. They'll either say yes or continue to explain to you what they meant.

  3. You should be curious

Becoming genuinely interested in what the other person has to tell them allows them to freely share the thoughts of others more openly. When individuals are free to speak and freely, they are able to reach their own conclusions on the next best course of actions.

Try asking yourself simple but powerful questions such as:

  •    "What might happen if you explored that further?"  
  •    "Is something holding you back from trying this right now?"  
  •    "What steps do you need to take to make that happen?"  

When you pose simple but powerful questions, it gets people thinking and solving problems but without the feeling that you've just handed an answer.

  3. Avoid imposing your opinion

When someone asks for feedback, our instinct is to think of ways to solve the problem. Being able to hold a successful coaching conversation means learning to break away from that human instinct. Instead, focus is on ensuring that the person in front of you feels valued. Doing this requires developing the capacity to remove your thoughts out of discussion. It is possible to practice talking about things such as:

  •    "Your smile suggests you're really excited about this. Am I right?"  
  •    "How does that make you think?"  
  •    "What is the first thing that comes to mind for you when you think about doing that?"  

  5. Be sure to make time for take-away takeaways

For every coaching conversation be sure to reserve time so that you can give enough time for the coachee solidify what action steps they will take following your discussion. You can do this by setting aside 5 to 10 minutes at the end of your discussion and asking questions such as:

  •    "What stage do you feel most eager to start on?"  
  •    "What 3 steps will you be taking to achieve your goals in the coming week?"  
  •    "What did you think had the greatest effect on you in the last year?"  
  •    "What two things do you take away from today's conversation?"  

Creating a coaching conversation template

Here is an approximate template for a one hour coaching session. Remember that every coaching conversation is different. But, when you're making the transition to coaching, a rough outline and timetable can help your coaching session stay on task.

  Step 1: Clarifying the direction of the conversation for 5-10 minutes  

Ask questions like:

  •    "Does this still feel important to discuss today?"  
  •    "You have mentioned that you would like to speak about X Do you think that's the case?"  
  •    "Are you willing to receive constructive feedback regarding X?"  

  Second Step: Uncover issues and obstacles Time: 30-40 mins  

Ask questions like:

  •    "What I hear you saying" ..."  
  •    "How do you feel? your think?"  
  •    "Is there an area in which you can see improvement?"  

  Step 3: Set goals 5-10 minutes  

Ask questions like:

  •    "What could you do differently if you had the chance?"  
  •    "How do we improve on X"  
  •    "Do You have tips? "

  4. Determine what you learned and take action steps between 5 and 10 minutes  

Ask questions like:

  •    "What actions will you start with?"  
  •    "What three things can you learn from the conversation today?"  
  •    What step are you open to trying in the coming week?"  

To gain more knowledge about how to hold effective coaching sessions that are effective, we suggest Jerry Connor & Karim Hirani's book The four greatest coaching conversations .

Once you've mastered holding effective coaching conversations Why not make it a point to share that knowledge with everyone else. Let more people understand the benefits of having conversation with coaching by taking an online training course.

It makes it simple to create, market, and sell online classes, allowing coaches to earn a steady passive earnings. Get started for no cost now. No programming skills required.