December 4, 2013 // 3:04 PM

Coaching Review - An Under the Covers Glimpse into Garden Spot Village

Written by Bryan Groff

The following blog was posted on the internal Garden Spot Village intranet. It reviews best practices from a recent conference, recapping insights for our 90+ coaches. It provides a glimpse into one of the ways Garden Spot Village values team members.

6 Coaching Tips from the Catalyst Conference

A large group of Garden Spot Village and Maple Farm supervisors recently attended a leadership conference called Catalyst. Although the conference primarily targeted pastors and church leaders, many of the lessons learned could be applied to us as coaches as well.

Andy Stanley talked about building high performance teams. A high performance team is one where each team member is in a unique position where they are able to do their best work. When an employee is able to do their best work, that is when they find fulfillment in their work.

Coaching tip #1 – Is the employee you are coaching in a position where they are doing what they do best? Do they even know what they do best? Can you help them reflect inwardly in order to help them determine what they do best? If they are not currently utilizing their best talents, can you help them investigate other options that would make use of those talents?

A high performance team is also one where each team member knows how they fit into the broader picture. They know how the work that they do contributes to the overall success of the organization.

Coaching tip #2 – Can you help connect the dots? Does your employee know how the work they do impacts those around them and how it impacts the rest of the organization?

An effective leader of a high performance team is able to clarify the What and the Why? People will not let go of the current reality or make a change to something new until they know where they are going to.

Coaching tip #3 – If your employee seems reluctant to make a change or to take the next step in their goal, help them visualize the end result. When they see the end result it will help them to release the current things that may be holding them back.

Craig Groeschel spent some time talking about the 4 qualities of effective communication. The first is be consistent. Be consistent with the values – what we stand for, the vision – what we are here for and direction – where we are going.

Coaching tip #4 – Don’t forget to spend time throughout the year reviewing the Living Our Values section of the coaching form to make sure your employee knows what we stand for, what we are here for and where we are going.

The second area of effective communication is to be specific. General ideas do not lead to specific results.

Coaching tip #5 – Help your employee be very specific when setting goals in order to better achieve successful results.

The third area is to be authentic. A leader that is an effective communicator owns their mistakes, acknowledges problems and admits it if they are unsure. The last area is to be passionate. Energy follows passion. People who are excited about their responsibilities will be energized in what they do.

Coaching tip #6 – Find out what your employee is passionate about. How can you help them do more of what they are passionate about? (Ideally in their current job, but it could be outside their current job in a hobby or other area of responsibility) We need more energized, passionate people in the world. People can be trusted in areas where they care deeply. Are there additional responsibilities that they can be entrusted with in an area they are passionate about?

One month to go:

We are coming to the end of our first year of coaching. Remember that all forms should be returned to Human Resources by December 31. We will be issuing the 2014 coaching forms in January.

By
Director of Human Resources