A workplace leader needs to move people through a process so that progress can be made and change can be implemented. If not, a team focused on a problem can stay stuck in awareness of the issue, rather than moving through it into a productive pattern of solutions. The simple, but practical process, I have seen utilised is to move the sharing and response to a problem through 3 stages of questioning:
If you're a senior decision maker in your business you will be someone people look towards to solve problems. With this role comes the responsibility of leadership. You may be able to find answers when you are new to the role or your team but no one person has an endless supply of solutions for all situations. I get to work with many successful leaders and there are a few common traits I've seen in others that enable them to sustain their effectiveness as problem solvers.
Last year a company I know well that was growing and achieving high quality was broadsided by an external force that took away its profitability overnight. They had a senior management team of skilled, experienced and clever people. However, that team crumbled under the issue. Eventually just one was left and they've faced things head on and rescued the business.
The fact is that at different times in our lives we could all achieve more with effective coaching. That’s not to say you wouldn’t achieve it without a coach, but many of my clients point to the fact that coaching helps them achieve much more in a shorter space of time.
I’m often asked what I do when I’m coaching. I’ve written some earlier posts that cover definitions of coaching but some people just want a layman’s answer. One of the ways I describe what I do is ‘I create a space for reflection’.