The RGH Group’s Post

Name: What Is The Best Coaching Style?
Uploaded: 2024-09-26T09:30:05.554Z
Duration: 4 min 50 s
Channel: The RGH Group

The RGH Group

114 followers

3mo

💡 What’s your coaching style? 💡 It’s not about finding “the best” way—it’s about finding “your” way! Here are some 🔑 coaching styles to elevate your team's performance: 1️. Kaizen: Small, continuous improvements. Plan, Do, Check, Review—make accountability part of the routine. 2️. Watch, Do, Review: Let them watch you, then work together, and finally, watch them take the lead. Step-by-step coaching! 3️. Passion vs. Fear: Passion ignites progress, but fear? Not so much. Celebrate victories and build from small wins. 4️. Education is key: Equip your team with the tools they need—whiteboards, PowerPoints, handouts—set them up for success! 👀 The best coaching blends different styles. Try them out and find what works for your team! Ready to level up your coaching game? 🚀 Head to our website now to see how we could help: https://lnkd.in/euC4cPZb #Coaching101 #KaizenMethod #LeadByExample #TeamDevelopment #ElevateYourGame

Transcript

Saw I've just been asked a great question which you want to cover today is what is the best coaching styles and different coaching styles to train and develop people. I don't think there is a best one. I think there's horses for courses if you want to put it. So what I want to do is speak about a few different coaching styles which people may be able to adopt and do with whoever they're working with, the teams or individuals or however they want to use them, but there's a few different ones so. Few of my favorites, one is Kaiser and while like Kaiser so much, it's really, really simple. It's a simple style of plan to check, review and you do that on the daily basis, a weekly basis and it's just a really simple outcome. It keeps a high level of accountability and it makes people feel comfortable because they get in a routine of doing that. And second thing I would say is, especially if I'm developing someone was Tyler I like to use is basically them watching me, then us doing it together and then me watching them for a period of time and then starting the process again if it isn't at the right level. And the reason why I feel like it's really effective is it gives people a chance before they go on their own to kind of make sure that they they've spent that quality time and. Sometimes, you know, especially if I was developing a manager and they're the kind of assistant manager stage and I want them to learn a role of management, I would drop into that management role and I would get them to watch me for a week or two. Then we would do everything together. They would do meetings with me, I would finish things off, they would do interviews with me, etc. And then I've just watched them. And if I was watching them, they knew that they perform, but also if they could do it in front of me, I know. You could do it twice as good, not in front of me. So I think that's really important, all the kind of coaching styles. Is that kind of emotional coaching style which I get works for? Where people are all passion, passion, shout, scream, everything like that. I think it was a time and a place for us. I think that needs to be done, I think. It's really important to have a lot of passion and energy about what you do. But I think you know people who just shout all the time and kind of that fear kind of coaching Kyle doesn't work for me. I don't think that's right. I think if you sent a high level of accountability with people anywhere and you've told people all get out of by learning and listening and applying the information you give them, they should be able to kind of do that without you showing and screaming. I don't think there's anything wrong with shaking and screaming and being emotional about victories and wings. I think that's really important. I think the more you can celebrate victories and wins and people learning and identifying small little things to grow big things from, I think that's really important, I think. Coaching and being the example, I think that's one of the best ways you can teach anyone is kind of getting out there and leading from the front. You know, showing people that you can still do it. Uh, you know, I believe I'm very good at sales. I think anyone who's worked with me will say I am, but I still believe if I need to go out and do it, I can do that and time to lead from the front every time. And I think that's really important. I think especially if you're coaching someone, you know, what the IC's in mind believes. Everyone can listen to the old war stories, but I think it's better if you're sure people. And I think the final thing is that education is, you know, making sure a lot of topics. I run an educational topics where I'll tell them what they get from if they learn this, I tell them what they get if they invest in this and I think education, I think. Making sure education is delivered them correctly as well. You know, there's a handout, there's a white board, there's a PowerPoint. There's always things that can refer back to. And why it's important you do that is because if they're going to start teaching and training and development people in the future, they've got that kind of your intellectual property at their fingertips to learn from and your coaching and your kind of development from there. So there's some different styles you can use all them and put them into. Time to party, invite to party with them ingredients but everyone's coming up. Different styles. Everyone have different approaches but there's some different styles for you to coach people. Hope that's helped everyone. If anyone does want to reach out in the DMS or wants to talk further about it, give me a shout. No problem, cheers.

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The RGH Group’s Post

What Is The Best Coaching Style?

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