Improve the effectiveness of your 1:1 coaching sessions

Are you a manager wanting to improve the effectiveness of your 1:1 coaching sessions? Here are a few tips.

Schedule the meetings in advance

...and don’t keep cancelling them. Many people tell us that their manager waits until the very last minute to cancel the 1:1 coaching meeting and then doesn’t reschedule – they just wait until the next scheduled session to connect. Interruptions are part of everyone’s daily experience; however, if you are frequently cancelling your 1:1s, then the notion begins to build in your team members’ minds that you don’t really value the coaching sessions. Put them on your calendar and strive hard to never cancel them.

Have a predetermined 1:1 coaching agenda.

You and your team member should collaborate on agenda items prior to the meeting. You both will likely have a few topics to discuss. If you believe there is an area where they are currently Not Meeting expectations, then you should definitely include this on the agenda. Over the course of a year, you should review all of the main responsibilities identified on the job description. Are you still doing these tasks? Are you doing anything that’s not listed on the job description? Where are you having success, and how? What obstacles are keeping you from Meeting or Exceeding expectations, and what have you tried thus far? How can I help? Having a predetermined meeting agenda allows both parties to come prepared.

Strive for a two-way dialogue.

Most definitely, you want to create a safe environment where your team member can speak freely about their performance and any obstacles they may be encountering. How were you able to do this? Why do you think you got those results? What have you observed your fellow team members do in similar situations? Where do you need my help? Effective coaches prepare questions in advance, but they also use the flow of the discussion to adjust accordingly. You want to learn what they are thinking, and how, so you need to ask open-ended questions and listen carefully.

Recognize their contributions.

Ken Blanchard says in his One-Minute Manager: “Catch people doing things right and thank them.” As a manager, you have had time to prepare for this coaching session; you should come with a few opportunities to thank your team member for their contributions. Saying that you believe in them helps build their self-esteem and encourages them to continue improving. Meeting or Exceeding expectations deserve a thank-you. Whole books and training courses have been created on ways to recognize contributions. The point is to make it personal and genuine.

These are a few tips to help you be more effective in conducting your 1:1 coaching sessions. You are accountable for their results; they are responsible for giving their best efforts. Effective coaching can lead to many win-win situations.