Micro Coaching and Macro Results- The Future of Leading

Micro Coaching for Macro Change: Debunking Myths Leaders Live By

Folklore, legend, and storytelling are all synonymous with myths. Myths are generally derived from word-of-mouth, the game of telephone, or the mere assumption that correlation equates to causation- always. The most dangerous myth is started when there is the need for easy fixes matched with a lack of experience or a perceived lack of time to tackle the problem at hand. The trouble with myths is that they are easily perpetuated and globally believed.

"Micro coaching isn't effective." Myth.

There are myths that leaders live by currently swirling around the likes of leaders in every corner of the globe surrounding the issue of 'how to effectively lead a team.'

The debate: To coach? To micro coach? Not to coach at all?

The 4 Myths: Micro Coaching

Myth #1: "Coaching takes too much of a leader's time."

Fact: Micro coaching was designed for this exact reason- to give leaders back time and to provide feedback in a way that is digestible for the employee. Coaching a person is the practice of creating a teaching environment to help an individual/team develop over time. Rome wasn't built in a day, so we shouldn't expect macro change overnight.

Historically, leaders that have practiced coaching, have expressed burnout. When probed about their process for coaching, almost always the leader has a very elaborate and formal coaching rigor they follow. Hence their burnout.

Micro coaching is the antithesis of this. It's all about small doses. Short teachings. Quick discussions and short and attainable goals. This actually gives leaders back time because they handle the small stuff before it becomes the big stuff.

Myth #2: "Leaders have other more important work to do."

Fact: Real leadership has never been about the "doing." Real leadership has always been about the ability to effectively work through others.

In our coaching sessions at Care-to-Care Consulting, we teach 4 ways to keep coaching at the forefront:

Mindset. Coach and Teach FIRST!

To-Do Lists. There will always be more to do. This should come always come second to coaching.

Observe. Check in on the teaching/coaching you did through rounds. You are checking on their work and your own. Did they make progress? Do they still need help? Did your coaching work?

Create Pathways for Sustainability. This is an action item. The key here is to do and create this with your team, not for your team. This creates healthy accountability among all.

Myth #3: "Coaching on-the-spot will disrupt the flow of the day. The timing isn't right."

Fact: Coaching at the moment has proven to be more effective. A Gallup survey published in 2009 showed that "80% of people who received coaching increased their self-confidence, 70% benefited from improved work performance, work relationships and better communication skills. 86% of companies reported that they recouped their investment in coaching and more." (Source: ICF 2009)

The truth of the matter is that leaders have more meetings on their calendars than anything task/to-do.

Formal coaching, held at a future scheduled slot actually takes more time and preparation and it's exactly why it often doesn't happen in professional settings. This leads to our final myth about micro coaching.

Myth #4: "Coaching has to be formal."

Fact: Coaching is much more effective when done at the moment. It requires less scripting, resulting in more time back for the leader and more authenticity in their delivery. Micro coaching is also hyper-effective in creating a culture of helpful, relevant, and meaningful leadership. Micro coaching is the antidote leaders have been longing for. It is the small changes, done daily with consistency that create sustainability with huge payoffs.

Like any great framework, mico coaching has a few hard and fast laws:

• Lead your micro coaching with empathy. Ask them to help you understand. Don't assume you have the right answer, you might not!
• Listen to understand their thought process. Don't listen to be right. There are many gems buried deep within a good listening session.
• Good feedback can be built upon. In your teaching, give them small goals they can crush to know they are on the right track.
• Following up is the name of the game. There is no point in teaching and coaching if the intent isn't to follow up and observe the team/individuals' progress. This is vital to the micro coaching communication loop.

*Leader's Note: Give yourself back time. Pour into your teams in microdoses so they can produce macro results.

For more information about resources, workshops, and materials offered visit: CaretoCareConsulting.com or email: info@atcaretocare.com