Reversed Coaching: Revolutionizing the Workplace

Unlock the transformative power of self-driven development in our fascinating conversation about reversed coaching! Imagine a workplace where the majority, the individual contributors, are the ones steering their own coaching journey. This episode uncovers how a shift from a traditional top-down model to a bottom-up framework can revolutionize organizational culture, fostering approachability, coachability, and emotional intelligence.

We chat with our guest, an expert in leadership development, who shares compelling insights on the often overlooked issues leaders face and provides real-world examples of how empowering employees to self-coach not only enhances their personal growth but also drives the entire organization forward. By the end of our discussion, you'll understand why the most impactful coach might just be the person staring back at you in the mirror, and how nurturing a positive relationship with feedback can make the management and coaching processes more effective. Tune in and discover the potential of reversed coaching for yourself and your team.

Welcome to Coaching Conversations

We have created a NEW service called Coach 2 YOU where leaders can assist short targeted 7 to 21 day programs to coach their employees without ANY of their own time to truly partner and assist in the coaching process. Get more info here: https://form.jotform.com/233504052497051

Checkout our Approachability & Coachability series where we use a webinar-based coaching approach to develop all employees to become approachable and coachable. This leads to better teamwork for leadership and organizational culture improvement

Get more info here: https://form.jotform.com/233023396805051

Transcript

Speaker 1: 0:37

Welcome to reversed coaching. We tend to, in our industry, take this very top-down approach and I'm all for leadership development and positioning leaders to become emotionally intelligent and understand disk and handle conflict and drive their team strategically. Yet we're missing a fundamental piece and we call it reversed coaching. When you reverse coaching, you basically put coaching in the hands of the individual contributors. What if we position the bulk of the organization, which is made up of roughly 70% of individual contributors? What if we had them drive coaching to create a workplace culture that everybody desires?

Speaker 1: 1:19

This past week, every single interaction I had and I tracked it was based on people's lack of approachability and coachability, resistance to feedback, lack of emotional intelligence, no self-regulation, very interruptive and disruptive. And it was amazing to me because we were dealing with leaders at very high level positions in companies struggling. What do you do in these situations? Now, to a certain extent, we don't really own them. We have the opportunity to coach them, but we really don't own them because the person who's being coached really owns their own development. So, when you think about it, if you go up to somebody and say, you know you got to lose weight and you know there's good, valid reasons for them to lose weight. If they choose, consciously or subconsciously, not to lose weight, what happens? Is that a reflection of poor coaching? Now, it's a decision that they've made. What have we helped people make the decision to become approachable and coachable?

Speaker 1: 2:22

Let me give you an example. One of my clients this past week had a couple of people tell him we do some self-learning in this contract and he said how's it going? And they said oh, it's going great. And he looked up where they were percentage to completion and all of a sudden he said you're behind schedule. And they said oh well, we didn't know it was that important. Here's the funny thing we have stressed this every single month for nine, 10 months. And he said instead of yelling, instead of getting angry, instead of taking the tactical you have to, which is a management approach, he said okay, then don't do it. So what are you doing to develop yourself? And they both looked at him and just stopped and they go well, we don't know what you mean. He goes what are you doing right now to develop yourself? And they couldn't answer it and he said so, do you want to move up in the organization? Both parties said well, of course we do. And he said so, people who are developing themselves are going to go for those positions. How would you compare? Needless to say, they've been attacking the learning lessons, but the point being is he could have yelled, he could have gotten mad. He could have tactically said come on, you got to catch up.

Speaker 1: 3:31

Reason you have approachable, coachable employees, so they know the whiff, what's in it for them, and we forget that. I always used to love doing this when I did sales training People who are really good learners. I would ask the question Now, if you raise your hand, I'm going to call on you what sales book are you currently reading? Every time I did that, I would have less than 10% of people raise their hands. Let's be honest, everybody. We tend to show up and do our jobs. We don't think about investing in ourself. Now, recently, we just published a book called Coaching you. The greatest coach you can have is yourself. And yes, we need to help people. Yes, we need to have leaders coaching. Yet what if we taught people how to seek feedback, how to develop a positive relationship with feedback? What if we taught people how to make it easy to manage and coach them? Wouldn't the workplace get better? Check it out, reach out to us if you'd like to learn about our Approachability Coachability series.