Team Coaching Strategies for Managers

Difficult conversations are a necessary evil for managers. Avoid them at your peril: absenteeism, poor performance, turnover, and even legal trouble can result. In this course, Marlene Chism teaches you how to navigate these conversations with empathy and effectiveness. Learn to identify when a tough talk is needed, set the stage for productive dialogue, and use a proven framework to achieve positive outcomes for all involved.

How and why does coaching work?

Coaching is a transformative approach that can revolutionize the way project managers lead their teams. By shifting the focus from providing answers to asking powerful questions, coaches empower team members to tap into their own knowledge and creativity. This collaborative process helps individuals identify their strengths, overcome obstacles, and achieve their full potential. Unlike experts who offer solutions, coaches guide their clients through a journey of self-discovery and problem-solving. This approach not only improves individual performance but also strengthens team cohesion and overall project success

Becoming a skilled coach can transform your approach to project management. By shifting your focus from providing solutions to facilitating discussions, you can unlock the collective wisdom of your team. By asking powerful questions, such as "How have you approached similar situations in the past?" and "If all options were open to you, how would you move forward?", you encourage your team to think critically, challenge assumptions, and explore unconventional ideas. This collaborative process not only improves decision-making but also fosters a sense of ownership and empowerment among team members.

Coaching Mindset for Managers

• Power of Questions:
  • Use open-ended questions (how, what, when, who).
  • Encourage deeper thinking and diverse perspectives.
  • Example: "What's the silliest solution you can think of?"
• Coaching in Action:
  • Identify the problem: Design team is falling behind schedule.
  • Traditional approach: Dictate solutions, set deadlines, and pressure the team.
  • Coaching approach: Ask a powerful question: "If you were me, what question would you ask now?"
• Benefits of Coaching:
• Uncovers hidden issues and concerns.
• Fosters creativity and innovation.
• Empowers the team to find solutions.
• Builds trust and collaboration.

Levels of Listening

• Level 1: Listening to
  • Superficial listening
  • Anticipating responses
  • Not truly hearing or understanding
  • Can lead to confusion and misunderstanding
• Level 2: Listening for
  • Deeper listening
  • Focusing on the speaker's words
  • May miss nonverbal cues
  • Satisfies the speaker but lacks deep connection
• Level 3: Listening for what's not said
  • Intense focus on the speaker
  • Noticing nonverbal cues and underlying emotions
  • Builds trust and deepens understanding
  • Leads to better problem-solving and project progress

Key Points:

• Active listening: Pay attention to both verbal and nonverbal cues.
• Build trust: Create a safe and supportive environment for open communication.
• Deepen understanding: Go beyond surface-level listening to uncover underlying emotions and motivations.
• Improve communication: Effective listening leads to better relationships and more productive teams.

 Questions and When to Use Them

• Open-ended questions:

  • Encourage thoughtful responses.
  • Stimulate discussion and idea generation.
  • Use for exploration and brainstorming.
  • Examples: "What are your thoughts on this?", "How can we approach this differently?"

• Closed-ended questions:

• Elicit specific information.
• Help make decisions.
• Use for confirmation and clarification.
• Examples: "Is this option feasible?", "Can we meet the deadline?"

Harnessing the Power of Curiosity: A Key to Problem-Solving

Have you ever found yourself stuck in a problem-solving rut, unable to see beyond traditional solutions? The key to unlocking innovative thinking and achieving better outcomes lies in a simple yet powerful tool: curiosity.

Consider this scenario: A project manager needs to urgently procure a stove for a job site 45 miles away. Instead of simply asking, "Who can pick up the stove tonight?", a more curious approach would be to pose an open-ended question like, "What are some creative ways we can get this stove to the job site by tomorrow?"

By asking open-ended questions, the project manager encourages team members to think critically, consider multiple perspectives, and come up with innovative solutions. This approach not only fosters a collaborative environment but also leads to more effective problem-solving.

Why Curiosity Matters:

• Expanded Possibilities: Curiosity prompts us to explore alternative approaches and challenge the status quo.
• Enhanced Creativity: By asking "how" and "what" questions, we stimulate creative thinking and generate fresh ideas.
• Improved Decision-Making: Curiosity helps us uncover hidden assumptions and biases, leading to more informed decisions.
• Stronger Relationships: A curious mindset fosters empathy, understanding, and trust among team members.

Practical Tips for Cultivating Curiosity:

1. Ask Open-Ended Questions: Encourage deeper thinking by asking questions that cannot be answered with a simple "yes" or "no."
2. Embrace Diverse Perspectives: Seek out input from people with different backgrounds and experiences.
3. Challenge Assumptions: Question the status quo and explore alternative possibilities.
4. Practice Active Listening: Pay attention to what others are saying and ask clarifying questions.
5. Foster a Culture of Learning: Create a safe space where experimentation and failure are embraced.

By incorporating curiosity into your daily work, you can unlock your full potential and achieve extraordinary results.

The Perils of Task-Oriented Behavior: A Cautionary Tale

A common pitfall for project managers is focusing solely on task completion, neglecting the importance of team dynamics. While it's tempting to push for results, a task-oriented approach can lead to burnout, resentment, and decreased productivity.

To avoid these pitfalls, consider the following tips:

• Encourage open communication: Create a safe space for team members to share their thoughts and concerns.
• Prioritize collaboration: Involve everyone in the decision-making process.
• Active listening: Truly listen to your team members' perspectives.
• Balance task orientation with relationship building: Foster a positive and supportive team culture.

By implementing these strategies, you can create a high-performing team that is both productive and engaged.

The Peril of a Too-Friendly Team

The Fine Line Between Friendship and Productivity

Have you ever been part of a team where everyone seems to get along too well? While a harmonious team can be a great asset to a project, excessive friendliness can sometimes hinder progress.

The Problem with Excessive Friendliness

When team members prioritize social interactions over task completion, it can lead to several issues:

• Delayed Deliverables: Friendly banter and off-topic discussions can eat into valuable work time.
• Lack of Focus: A casual, relaxed atmosphere may not be conducive to focused work.
• Poor Decision-Making: A desire to avoid conflict can lead to suboptimal decisions.
• Missed Deadlines: A lack of urgency can result in missed deadlines and compromised quality.

How to Steer Your Team Back on Track

If you find your team veering off course due to excessive friendliness, here are a few strategies to help them refocus:

1. One-on-One Conversations:

   • Assess the Situation: Talk to individual team members to understand their perspective.
   • Reiterate the Goal: Remind them of the project's objectives and the importance of timely delivery.
   • Identify Obstacles: Ask about any challenges they're facing and offer support.

2. Group Discussions:

   • Set Clear Expectations: Establish clear guidelines for communication and behavior.
   • Prioritize Tasks: Create a shared understanding of priorities and deadlines.
   • Encourage Open Dialogue: Facilitate constructive discussions and feedback.

3. Implement Structured Approaches:

   • Use Project Management Tools: Employ tools like Trello or Asana to track progress and deadlines.
   • Hold Regular Meetings: Schedule regular check-ins to review progress and address any issues.
   • Encourage Accountability: Hold team members accountable for their tasks and commitments.

Remember, a balance between camaraderie and productivity is essential for successful project outcomes. By addressing the issue early on and implementing effective strategies, you can guide your team toward achieving their goals.

Understanding and Managing Difficult Stakeholders

Stakeholders are crucial to the success of any project. However, they can also be a source of significant challenges, particularly when they are resistant to ideas or unwilling to contribute.

Common Challenges with Stakeholders

• Lack of Connection: When a stakeholder doesn't feel a personal connection to the project, they may be less likely to be engaged or supportive.
• Late Involvement: Bringing a stakeholder into the project late can lead to misunderstandings and resentment.
• Communication Mismatch: If communication styles or preferences aren't aligned, it can hinder effective collaboration.
• Unclear Roles and Responsibilities: A lack of clarity about a stakeholder's role can lead to confusion and inaction.

Strategies for Engaging Difficult Stakeholders

1. Understand Their Perspective:

   • Ask Open-Ended Questions: Inquire about their motivations, concerns, and expectations.
   • Listen Actively: Pay attention to their responses and seek clarification.
   • Identify Their Needs: Determine what they need to feel invested in the project.

2. Build Rapport:

   • Empathize: Show understanding and compassion for their concerns.
   • Communicate Clearly and Consistently: Use clear and concise language, and choose appropriate communication channels.
   • Involve Them in Decision-Making: Give them a sense of ownership and control.

3. Address Their Concerns:

   • Acknowledge Their Feelings: Validate their emotions and show that you understand their perspective.
   • Provide Solutions: Offer practical solutions to address their concerns.
   • Manage Expectations: Clearly communicate what can and cannot be achieved.

4. Leverage Influential Relationships:

   • Identify Key Influencers: Determine who has influence over the difficult stakeholder.
   • Build Relationships with Influencers: Foster positive relationships with these individuals.
   • Utilize Their Influence: Leverage their influence to persuade the difficult stakeholder.

By understanding the root causes of stakeholder resistance and implementing effective strategies, project managers can mitigate challenges and build strong, collaborative relationships.

Navigating Team Conflict: A  Manager's Guide

Team conflict is an inevitable part of any project. However, it doesn't have to derail your progress. By understanding the root causes and employing effective strategies, you can transform conflict into opportunities for growth and innovation.

Understanding the Root of Conflict

• Beneath the Surface: Often, the underlying issues behind conflict are more complex than they initially appear. It's essential to delve deeper and identify the true needs and concerns of your team members.
• The Power of Empathy: By actively listening and empathizing with different perspectives, you can break down barriers and foster understanding.
• Proactive Conflict Management: Don't wait for conflict to escalate. Be proactive in addressing potential issues and creating open channels of communication.

Recognizing the Signs of Conflict

• Decreased Communication: A decline in team interaction, especially face-to-face or video calls, can signal brewing conflict.
• Unheard Voices: If certain team members are hesitant to share their ideas or concerns, it's a red flag.
• Resurfacing Issues: Persistent disagreements or recurring topics indicate unresolved underlying issues.

Addressing Personal Conflict

• Empathetic Listening: Create a safe space for team members to express their feelings and concerns.
• Open-Ended Questions: Use open-ended questions to encourage deeper conversations and uncover the root cause of the conflict.
• Collaborative Problem-Solving: Facilitate a collaborative discussion to explore potential solutions and reach a mutually beneficial agreement.

Resolving Task-Related Conflict

• Focus on the Issues, Not Personalities: Shift the focus from personal attacks to the underlying issues and potential solutions.
• Critical Thinking Questions: Encourage critical thinking by asking probing questions that challenge assumptions and explore alternative perspectives.
• Embrace Disagreement: View conflict as an opportunity for innovation and growth. By embracing different viewpoints, you can arrive at better solutions.

Remember: Conflict is not always negative. By approaching it with a constructive mindset, you can harness its power to drive innovation and strengthen your team.