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How to coach your team to success: 5 key tips for managers

June 17, 2022 - 8 min read


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1. Emotional intelligence

2. Know each individual’s strengths

3. Ask questions

4. Empower them

5. Feedback is key

Coaching is one of the key components of managing modern employees. With the fast pace of industry changes and the almost monthly need for new skills, it’s essential that you help your team learn and grow regularly. 

Bersin by Deloitte estimates that today’s skills only have a life of 2 ½ to 5 years. Not only is this needed from a business perspective, but today’s employees also don’t just want to turn up to work and complete their daily tasks. 

Two-thirds of millennials expect their managers to help bring them to the next level by providing professional development opportunities. Coaching your employees and helping them progress is the mark of a successful leader. Here we’ll take you through the top five ways to coach your team to success and become a great leader in the process.


1. Emotional intelligence

Coaching isn’t just about the employee. A large part of coaching is also about the way you interact with each member of your team. If you can level with people, understand the issues they may face in their role, and be sensitive to possible opposing outlooks, you’ll be far better equipped to help your people overcome barriers and work together as a team.

Being more aware of and increasing your emotional intelligence will mean you’re better prepared to support and guide people: it’s not surprising that successful leaders seem to have higher than average levels of emotional intelligence. 

Being emotionally intelligent requires a focus both on understanding your own viewpoint and being able to empathize with the viewpoints of others. This provides the basis you need to work closely with your team on a personal level.

2. Know each individual’s strengths

Coaching isn’t a one-size-fits-all process. It’s important to tailor your focus to the person you’re interacting with. Each member brings something unique to your team. Your job as a manager is to find out what each person’s strengths are and help them develop these coaching skills with a tailored plan.

Having a genuine understanding of the individuals that make up your team and what they need to work towards will allow you to more efficiently plan and execute projects. Furthermore, Gallup found that people who use their strengths every day are six times more engaged.


3. Ask questions

Asking people what they want from the coaching process goes hand-in-hand with communicating well. Rather than simply creating a development plan based on strengths, include them in the conversation by asking what it is that excites them, what they’d like to learn, and where they want to go in the future.

While helping employees develop their visible strengths is key, don’t forget that they may have hidden talents that are yet to be discovered.

Really listening to your employees' feedback and tailoring the next steps around their answers shows you value your people and are prepared to help them reach their goals.

The coaching you provide should aid them on their road to the professional development process. However, the most effective strategy is ultimately to use these conversations to help them take control of their own development.

4. Empower them

Once you know what your employees’ skills are and where they want to go, it’s time to help them put those skills into practice. Begin by giving each individual responsibility for tasks that will help them develop in their key areas.

This can include providing stretch assignments, letting them take the reigns on a new project, or pushing them to take the lead on a sales call. The best way to learn is by doing, and the more autonomy you give them, the more you’ll demonstrate your trust and confidence in their abilities.

It’s key to make sure your people know that you’re not expecting them to improve instantly overnight. Development is a process and there will be setbacks along the way, but that’s why you’re there to help. Checking in with them regularly will show that you’re available for advice and feedback, without encroaching on their sense of autonomy.

Tina Gupta, VP of Talent Development and Employee Experience at WarnerMedia, shares how BetterUp has helped WarnerMedia to build a change-ready, resilient organization where managers are leading with purpose. 

5. Feedback is key

It’s impossible for people to develop without feedback. If your team isn’t aware of what they can improve, it doesn’t allow them to change or really build upon what’s going well. Providing effective and real-time feedback is the most important element of becoming a great coach. It’s not only important to be timely with your constructive feedback, but also in recognizing and celebrating achievements.

With looming deadlines, shifts in focus, and new projects always on the horizon we know that it can be tough to stay on top of your coaching responsibilities. Don't overlook the power of positive feedback (and try to avoid things like the feedback sandwich). 

Consider the role that BetterUp can play to help unlock your workforce's full potential. With virtual coaching, you can empower your managers to lead with purpose, clarity, and passion. And overall, your organization will be better equipped to weather change, navigate uncertainty, and come out on top. 

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Published June 17, 2022

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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