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Management

Coaching

120 people are learning this skill right now!
Essential coaching skills include: asking powerful, open-ended questions, Active Listening, Building Trust by identifying strengths and adding encouragement, being present and focusing on the coachee without judgment, and challenging your coachee to push their comfort zone, raise the bar, and play a bigger role.
Coaching is part of our Product Management Career Leveling Framework. Explore next steps in your career from this industry-standard model.

  1. Why Coaching Matters

    Coaching is a valuable tool for personal and professional development, helping individuals to set goals, overcome obstacles, and achieve success. It provides a supportive and challenging environment for growth and learning, and can be customized to meet the unique needs of each individual. Coaching can help individuals to improve their performance, increase their Confidence, and achieve their full potential.
    • Sense360 logo
      Coaching vs. Managing

      Eli Portnoy, Co-founder & CEO, Sense360

      Eli defines the difference between coaching and managing by explaining a common pattern he sees with first-time managers: expecting to control the actions of your direct reports, rather than focusing your team on teaching them how to perform well.

  2. How to Coach

    Effective coaching requires a range of skills and techniques, including Active Listening, questioning, and feedback. Coaches must be able to establish rapport and trust with their clients, and create a safe and supportive environment for learning and growth. They must also be able to help their clients set clear goals, develop action plans, and track progress. Coaching is a collaborative process that requires both coach and client to be fully engaged and committed to the process.
    • GitLab logo
      GitLab's Handbook on Coaching

      GitLab, Editorial Team, GitLab

      GitLab's internal guide to coaching covers: • How coaches coach, including the different hats for different conversations and the GROW Model • Attributes of a coachee • Trust and Coaching • Planning for Action
    • The Grand World logo
      The Best Managers Don’t Fix, They Coach — Four Tools to Add to Your Toolkit

      Anita Hossain Choudhry, Co-Founder & CEO, The Grand World

      Anita covers: • The Default Approach: Fixing • Why Managers Are Prone To Fixing: • The Alternative Approach: Coaching • Coaching 101 = Empathetic Listening + Open And Honest Questions • Four Practical Coaching Tools For Managers • Coaching Tool #1: Outcome Shift • Coaching Tool #2: Options Exploration • Coaching Tool #3: Acknowledging Strengths • Coaching Tool #4: Uncovering Limiting Beliefs • Coaching In Practice, and When Not To Use Coaching • Getting Started With Coaching

  3. Coaching Cheat Sheet

    Here is a quick reference for the top 5 things you need to know about Coaching.

    1. Establish Rapport and Trust
      • Build a positive and supportive relationship with the coachee.
      • Show empathy and active listening to understand their needs.
      • Create a safe and confidential environment for open communication.
    2. Set Clear Goals and Expectations
      • Collaborate with the coachee to define specific, measurable, achievable, relevant, and time-bound (SMART) goals.
      • Align the goals with the individual's aspirations and the organization's objectives.
      • Clearly communicate expectations and provide clarity on roles and responsibilities.
    3. Ask Powerful Questions
      • Use open-ended questions to stimulate critical thinking and self-reflection.
      • Encourage the coachee to explore different perspectives and generate insights.
      • Help them identify their strengths, challenges, and potential solutions.
    4. Provide Constructive Feedback
      • Offer specific and actionable feedback to help the coachee improve their performance.
      • Focus on behavior and outcomes rather than personal traits.
      • Balance positive reinforcement with areas for development.
    5. Support Growth and Development
      • Guide the coachee in creating a development plan with actionable steps.
      • Provide resources, tools, and learning opportunities to enhance their skills.
      • Offer ongoing support, encouragement, and accountability.

  4. Frequently asked questions

    • How is coaching different from mentoring?

      Coaching and mentoring are both developmental processes, but they differ in their approach and focus. Coaching is a more structured, short-term process that focuses on specific skills or goals, and the coach typically uses questioning and active listening techniques to help the coachee find their own solutions. Mentoring, on the other hand, is a longer-term relationship where the mentor shares their knowledge, experience, and guidance to support the mentee's overall growth and career development.

    • What are the key components of effective coaching?

      The key components of effective coaching include establishing trust and rapport, active listening, asking powerful questions, providing constructive feedback, and supporting the coachee in setting and achieving their goals.

    • How can I establish trust and rapport with the person I am coaching?

      To establish trust and rapport with the person you are coaching, be genuine and empathetic in your interactions, maintain confidentiality, and demonstrate a non-judgmental attitude. Show genuine interest in their thoughts and feelings, and be consistent in your support and encouragement.

    • How can I ask powerful questions that encourage self-reflection and growth?

      To ask powerful questions that encourage self-reflection and growth, focus on open-ended questions that require more than a simple yes or no answer. Use questions that start with 'what,' 'how,' or 'why' to encourage deeper thinking and exploration. Additionally, ask questions that challenge assumptions, promote self-awareness, and help the coachee identify potential solutions or action steps.

    • How can I provide constructive feedback that supports the coachee's development?

      To provide constructive feedback, focus on specific behaviors or actions rather than making general statements about the person's character. Use the 'sandwich' technique by starting with a positive observation, followed by the area for improvement, and ending with another positive comment or encouragement. Be honest and direct, but also empathetic and supportive, and ensure that the feedback is actionable and relevant to the coachee's goals.