6: The Importance of Making Time to Coach
Coaching for Leaders
Dave Stachowiak
4.8 • 1.6K Ratings
🗓️ 26 September 2011
⏱️ 28 minutes
🧾️ Download transcript
Summary
I begin the episode by speaking about my first job out of school and revisiting our coaching definition from episode #2.
If you want to know what is important to people, look at their calendar and in their checkbook.
Why don’t we make time to coach?
- People don’t know the correct way.
- Perception that things take too much time.
I cited some of Larry Bossidy’s comments and lessons from the book Execution: The Discipline of Getting Things Done.
Coaching takes time. Are you investing time into coaching? Here are four ways to get started:
- Contract with the other party on development priorities
- Plan out the schedule of when to meet and what to do – book it
- Follow-through on your coaching commitments
- Be flexible and yet consistent
You make life easier during review time as well if the above four things are done consistently. Make a commitment this week to do one of these things above.
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Transcript
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| 0:00.0 | Hello you're listening to coaching skills for leaders. This is episode number six recorded on September 25th, 2011. |
| 0:08.0 | Produced by Innovate Learning, Maximizing human potential. |
| 0:13.0 | Welcome to coaching skills for leaders. |
| 0:18.0 | My name is Dave Stophiac. This is the show for leaders, my name is Dave Stahoviac. This is the show for leaders who want to develop |
| 0:25.6 | their coaching skills so they can influence the success of others, their organization, |
| 0:30.8 | and themselves. Whether you're a season leader or your leading people for the first time, |
| 0:35.0 | improving your coaching skills will drive your success and most importantly the success of others. |
| 0:41.0 | This week's topic is about how coaching takes time. I remember my first job |
| 0:48.0 | where I was working full-time. My manager very early in my development process would spend time with me starting to plan out when we were going to meet each week to talk about my development goals and how she was going to continue to develop |
| 1:08.8 | my skills, help me to continue to learn, give me feedback, and I remember that it was on a day of the week where |
| 1:16.6 | one of my colleagues wasn't in the office, so she had more time, and we would have a weekly meeting |
| 1:22.1 | where we'd get together and talk about development. |
| 1:25.1 | And so this was the world I grew up in. That was my first job and I spent several years |
| 1:30.1 | in that |
| 1:35.0 | I knew that my development and it was just part of the nature of what I expected in the workplace. |
| 1:38.0 | I knew that my development and my professional development |
| 1:42.0 | was my responsibility ultimately, but I also recognized and I believe that my, the person who was leading me, my manager at the time, had a vested interest and a responsibility to also facilitate that |
| 1:55.6 | process. And then I started working for other organizations and I realized that not |
| 2:01.9 | every organization and not every leader has that belief. |
| 2:06.3 | And it turns out that coaching really takes time and a lot of people and a lot of leaders |
| 2:11.8 | especially tend to either skimp on that time or they really |
| 2:18.4 | avoid it altogether. And a void maybe isn't even right word, but they just don't prioritize it as much as they could. And so our topic today is looking at how we need to as leaders and coaches really invest time and make the time to be able to coach people. |
... |
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