The Smart Spin

# 58 Summary of The Coaching Habit: Say Less, Ask More & Change the Way You Lead by Michael Bungay Stanier

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In episode, we are disussing summary about Michael Bungay Stanier's book, "The Coaching Habit." It is largely unintelligible, containing a mix of seemingly random letters, numbers, and Cyrillic characters. No coherent information about the book or the YouTube video can be extracted from this text. Therefore, it is impossible to provide a meaningful overview of its content. The excerpt's unintelligibility suggests a transcription error or a problem with the original data.


Key Themes

  • Shifting from Performance to Development: Effective coaching focuses on empowering a team and improving its long-term performance through development, rather than just firefighting immediate performance issues.

    • "Focus on development not performance... look for areas in which an employee can grow guide your team to becoming better and more effective at what they do as a group."

    • The Power of Questions: Coaching hinges on asking the right questions to guide employees towards self-sufficiency and solutions, rather than offering unsolicited advice.

      • "A good coach knows how to ask questions... make sure you listen to your employees two don't be afraid of Silence..."

      • Cultivating a Coaching Habit: Coaching should be an integrated, informal, and regular part of the workplace dynamic, not just a formal, scheduled event.

        • "Aim to coach your employees for 10 minutes every day in an informal setting rather than scheduling rigid weekly coaching sessions coaching should be a regular part of life in the office you should always be in coaching mode"

        Seven Key Coaching Questions

        1. The Kickstart Question: "What's on your mind?" - Opens the conversation and helps focus the discussion.
        2. The Awe Question: "And what else?" - Encourages deeper exploration of the topic and prevents getting stuck on a single point.
        3. The Focus Question: "What's the real challenge here for you?" - Narrows down the problem and helps prioritize the key challenge.
        4. The Foundation Question: "What do you want?" - Identifies the employee's underlying needs and motivations.
        5. The Lazy Question: "How can I help you?" - Clarifies if the employee is seeking help or just venting, and encourages them to articulate their needs.
        6. The Strategic Question: "If you’re saying yes to this, what are you saying no to?" - Helps prioritize opportunities and resources effectively.
        7. The Learning Question: "What was most useful for you?" - Encourages reflection and learning from the coaching session.

          8. Developing a Coaching Habit

          Stanier highlights that changing behavior and forming new habits requires conscious effort and a structured approach. He outlines a five-step process:

          1. Cause: Identify the reason for changing the current behavior (e.g., avoiding giving advice).
          2. Trigger: Recognize the situations that prompt the unwanted behavior (e.g., an employee asking for advice directly).
          3. Mini Habit: Practice the desired behavior in small, manageable steps (e.g., asking a coaching question instead of offering advice).
          4. Training: Regularly practice the seven coaching questions to develop proficiency.
          5. Action Plan: Create a concrete plan to handle slip-ups and get back on track.

            6. Actionable Advice

            • Create a coaching support group: Find colleagues who are also developing coaching habits to share experiences and strategies.
            • Utilize all communication channels: Remember to maintain a coaching mindset even in informal communication like email or messaging apps.

              • Conclusion

              "The Coaching Habit" emphasizes that effective coaching is about empowering employees through consistent, question-driven interactions that promote self-discovery and development. By incorporating the seven key questions and cultivating a coaching habit, managers can unlock the potential of their teams and create a more engaged and productive work environment.


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