How do you coach diverse talent?

I would strongly advise inverting this. First, know yourself. Have you gone on an exploration to understand privilege? You are a leader in a position of power and certain structures in our society both helped and hindered your path to get there. Take the time to understand how your perspective is limited by your non-diversity. How have you sought to understand the experience of non-majority identities? If you know your view is partial, the conversation will naturally have an undertone of curiosity. Coaching any individual with identity markers you don’t experience must be a deeply thoughtful interaction. You can’t fake the perspective you earn when you go on your own journey around diversity first. People know when you see them as a human.

A good start to understanding the person you're coaching is to stop referring to them as "coachee." This defines them in relation to the coach and not as an individual seeking to grow and improve. Stop referring to them as an object to be coached but as a person with unique attributes, experiences, and talents. This language choice is subtle but important. (The same thing goes for "mentee")

Any successful partnership (relationship) requires asking questions and then listening. A lot of listening and then self reflection before giving any guidance. I’m incredibly grateful to those on my team who took the time to help me understand (and thoroughly explained) their needs - personally, culturally or professionally. I always got the professional piece, but at times some of the other needs/wants I just couldn’t understand. That is why stepping out of your own way as a coach is critical! It’s not about you …. and may not pattern your path or experience. A great way I have found to coach others is through their (Clifton) strengths. Thanks to some coaching for myself, it got me thinking in a totally different direction as a leader.

There are a number of different skills outlined above that will allow you to get to know your team. If you're new to managing then look across the skills that have been mentioned above and do your own assessment to make sure you understand or are confident using these skills before you put them into use. Time that you take doing this at the start will help you better support ypur team in the long run.

Two quick ways to adapt your style: 1. Is the coachee task focused or relationship focused? Once you know that, you can change the questions you ask, the consequences you talk about or the subjects you bring up accordingly to suit. What will resonate with them more readily? 2. Do they want the details first or the headlines? Some prefer to hear about the process before the conclusions and some the other way round. Some will get straight down to the headlines, others want to delve into the background detail.

Before attending to your style, it's important to remember that IT'S NOT ABOUT YOU! You need to be aware of your style and approach, but more important is framing a clear understanding of what success will look like for the performer (stop using coachee). Be aware the performer's needs may not fit your capabilities as a coach. Be willing to find a better match if your style(s) don't fit the performer's needs.

Step 1: Creating a culture that is inclusive is the foundation of a successful coaching relationship! Step 2: Setting clear roles, goals, and expectations! Step 3: Empowering the coachee through skill building experiences through repetition to build consistency! Step 4: Coaching in the moment! Providing consistent feedback! Celebrating 🥳 every win! #LeadLoudly #leadership #executive #coaching #performance

I'm not a fan of how you are ordering these steps. Step One may be to rehabilitate the term coaching. In many organizations, "coaching" doesn't have a good connotation. It's often the step before being led out the door. This may be part of creating a safe and inclusive space. (There is a ton to unpack in that phrase). People need to see coaching relationships as a positive experience that moves them to a better, more functional place. A start to creating that more positive space is to stop focusing on the coach and leader (i.e., using "coachee" vs. "performer" or "client"). People need to know that you, as the coach and leader, consider their needs as an important part of the outcomes.

Yes, and... Don't make diversity the point. Knowing that diversity can be a competitive advantage and looking to see where an individual's differences can strengthen the group is crucial. Diversity, for diversity's sake, can diminish the individual's talents and demoralize the rest of the team. Helping your clients understand, define, and utilize their unique perspectives, history, and talents can help them better position themselves to be effective in the context and contribute in significant ways.

While Coaching Teams I used a Strength-based approach to distinguish their diverse strength and how they complement them as a team. That way the approach remains functional and helps them understand their position in their team, department and organizations; it's different that positioning in a social-cultural diversity matrix. It works to deliver effectiveness in them.

Don't use a "one size fits all" approach because different coachees will require different coaching styles. Accommodate those who need to be shown things differently, or you might lose incredible assets. Depending on your position, some coachees might hesitate to speak up. One of the best ways to ensure your coaching lessons are understood and remembered is to check in with them regularly. Ask for feedback, recommendations, and the like. Remember not to take their comments personally. When they speak about what is on their minds, you might hear frustration, stress, anxiety, relief, or something else in their voices. Be a good listener, and in the same way that they are learning from you, it's your opportunity to learn from them.

This article offers an oversimplified sequence. The influence of AI ignores the subtleties and artfulness of coaching. , on the surface, it appears innocuous and harmless. It reinforces a simplistic view of coaching that turns many non-coaches off. It also can lead inexperienced coaches down an overly simplistic path to developing themselves as a coach. The saving grace of these collaborative articles is some of the insightful comments by experienced professionals. Thanks to all those who contribute. *and yes, "coachee" is a trigger for me.