Coaching as a communication style
Coaching is more than just a coaching style for personal and professional development; it is also a powerful communication style that can be applied to any interaction you have. At its core, coaching is about facilitating discovery, awareness, action and growth. The coach does this by asking questions rather than suggesting or providing answers. This approach leads to deeper, more meaningful conversations and stronger relationship building, both in professional and personal spheres.
Listening to understand, not to react
When we think of coaching as a communication style, active listening is central, among other things. Imagine having a conversation with a colleague who feels overwhelmed by an excessive caseload. Rather than immediately offering solutions, a coaching approach is to really listen, be curious and inquisitive about what your colleague is feeling, experiencing and wanting.
Listen with attention, without distraction from screens, taking notes or phones. In addition, you can listen to much more than “just” the content. What is happening nonverbally? What language is someone using? And what do you notice about tone and volume?
For example, someone may say that “things are going well,” but if this is spoken in a soft, somewhat faltering voice, it may be that there is more going on. Instead of filling in what this means, a coaching approach is to be curious. You may have your thoughts about it; however, you don’t KNOW. So how can you do that? For example, with giving back your observation, followed by a question.
Asking effective questions
Effective questions are essential in coaching. These questions are usually open-ended, non-directive, partnering and asked to get the other person thinking or feeling. A practical example is a team leader asking his team member, “What results would you like to see at the end of this project?” rather than saying, “I think you should pursue this result.” By asking questions as well as actively listening to the answers, you give the other person space to come up with their own answers, solutions, insights and the drive to do something with them.
Empathy as a basis
In addition to listening and asking effective questions, empathy is the foundation within coaching. It’s about empathizing with the other person’s experience, keeping an open mindset. An example would be a manager noticing that an employee is having difficulty with certain tasks. Instead of criticizing, the manager can start with empathetic comments such as: “I get the impression that you are having a hard time with this task, is that right? Tell me what’s going on?” This shows commitment and willingness to be supportive, reinforcing trust and openness in the relationship
Giving feedback in a coaching manner
Giving feedback is another aspect that plays a role in coaching. Coaching feedback, often rather called feedfoward by us, is aimed at development and growth. It is about helping the other person understand where improvements can be made and how they can be achieved. For example, instead of saying, “Your presentation was not convincing enough,” you might ask, “What do you think you could improve on your presentation technique?”
A communication style that creates an environment of growth
By applying coaching as a communication style, you create an environment where people feel seen, heard and understood, leading to better relationships, more effective collaboration and results. It is a style that promotes empathy, respect and openness, essential ingredients for healthy workplace and personal relationships. By adopting this style, you as an individual can positively impact your environment, leading to a more supportive and collaborative atmosphere.
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