Your team is resistant to coaching interventions. How can you motivate them to participate and grow?

Coach confidante here! Turning resistant roosters into coaching champions: Focus on the "why." Explain how coaching benefits them, not just the company. It's about their personal growth, not a bossy beak cracking down. Tailored talons. Offer personalized coaching, not a one-size-fits-all approach. Success stories in sight. Showcase past wins from coaching. Seeing is believing, even for skeptical owls. Safe space sanctuary. Create a trusting, judgment-free zone. No one wants to be a piñata for feedback. Celebrate small clucks. Recognize and reward progress, big or small. Every chirp counts towards becoming a magnificent coaching peacock! Motivation mission: accomplished! Now go forth and inspire your team.

Die meisten Sachen sind einfach und klar. Nur sollte man sich darüber Gedanken machen und reflektieren. Dieser Artikel hat mich auf paar Ideen in meinem Team inspiriert. Vielen Dank dafür 🙏

De acordo com estudo realizado pelo Linkedin Leaning 2020, as Habilidades Comportamentais mais requeridas pelas empresas são: Criatividade, persuasão, colaboração, adaptabilidade, empatia, inteligência emocional, gestão do tempo. Treine as habilidades comportamentais do maior ativo de qualquer negócio, PESSOAS. Através de ferramentas neurocientíficas, desenvolvemos as soft skills de líderes e equipes estabelecendo relações de confiança, aderência a novos projetos, cultura empresarial, influência e comunicação assertiva, trabalho produtivo, proativo e positivo

To motivate a resistant team to participate in coaching interventions, clearly communicate the benefits. Explain how coaching can enhance their skills, advance their careers, and contribute to team success. Emphasize personalized development opportunities and how coaching aligns with their individual goals. Address concerns and uncertainties openly, showcasing success stories or testimonials from peers who have benefited. Foster a supportive environment where feedback is valued, encouraging them to see coaching as a tool for personal and professional growth.

C'est bien de communiquer sur les avantages mais à un moment donné si certains membres de l'équipe offre trop de résistance qu'ils n'ont pas envie de dépasser, c'est important de leur laisser la porte ouverte et de sortir de ce processus. L'enjeu à mon sens est de leur exprimer les enjeux et les conséquences pour eux (ex : sortir de certains projets, ne pas bénéficier des mêmes avantages) L'idée n'est pas de punir mais de ne pas offrir les mêmes choses qu'à celles et ceux qui sont sincèrement motiver à participer au processus de coaching.

Setting clear goals in coaching interventions can motivate a resistant team by providing a tangible roadmap for improvement and success. Clearly defined goals help team members understand the purpose and benefits of coaching, aligning their efforts with organizational objectives. This clarity can foster buy-in, accountability, and a sense of achievement as they see progress towards shared goals, ultimately promoting participation and growth within the team.

Ensure they are on the path to success by creating clear goals for them. The point is to create goals that are personal to the success path that they want to tread upon. Write down measurable and sustainable goals that they can achieve as a part of the coaching program.

Derrière la notion d'autonomie, il y a la notion d'engagement ! Pour engager les individus, il est important de leur laisser de l'espace de choix, de décisions, d'action, de leur offrir la possibilité de choisir, d'expérimenter. En gros c'est offrir un cadre dans lequel ils ont de la flexibilité. Ils seront alors engagés dans la démarche puisque leur responsabilité est elle-même engagée.

Here are three ways to celebrate progress and motivate a team that is resistant to coaching interventions: 1. Acknowledge Individual Achievements Recognize and celebrate individual accomplishments publicly to boost morale and show that progress is valued. This can be done through shout-outs in meetings, personalized notes, or small rewards. 2. Celebrate Milestones Mark significant team milestones with celebrations, such as team lunches, awards, or special events. This helps create a sense of accomplishment and encourages collective participation. 3. Share Success Stories Highlight success stories from team members who have benefited from coaching. Sharing these stories can inspire others and demonstrate the positive impact.

Write down small, medium, and big-sized goals. Whenever you achieve even the smallest of them, make it a point to celebrate them in a way that doesn't hinder the progress made so far. For example, if the goal was to abstain from having fried foods for 90 days, you cannot celebrate it with fried food on the 91st day. This can be applied for anything: Smoking, proper sleep, hitting the gym, exceeding the sales targets, and so on.

Create a Safe Environment: Building a safe, non-judgmental environment is crucial for fostering openness to coaching interventions. Encourage a culture where feedback is seen as a tool for growth rather than criticism. This can be achieved by modelling vulnerability and openness yourself, demonstrating that it is acceptable to acknowledge areas for improvement. Additionally, ensure that confidentiality is maintained during coaching sessions to build trust. When team members feel safe and supported, they are more likely to engage in coaching, share their true concerns, and actively work on their development without fear of negative repercussions.

Excellent post There is a power in demonstrating vulnerability. It is an attractive quality in leadership Personally as a natural "lead from the front person", I have learned that there is no point in taking such a pro-active stance if there is no one there behind you! Since 2008, my first question to a candidate or potential employee has always been the same basic but searching opener: "What are you not good at?" Knowing what you are not good at, forces an inclusive mentality to teams and culture, because self-reflection allows you to focus on your strengths and bring in the strengths of others to make a whole Progress through a project or transformation journey relies on winning hearts and minds.

La clave en mi opinión son varias cosas: - Match coachee-coach. Es importante la dreaming session para asegurarse que las dos partes conectan. Hemos de elegirnos mutuamente. - Tener una alianza donde la persona se sienta segura. Parece básico pero en los procesos que hay dentro de corporaciones este es el principal “miedo” y la persona tiene que tener garantizada su confidencialidad. - Disponibilidad “real”, curiosidad y cercanía, que vean a alguien humano, como ellos, no como un rol lejano y elevado.

S'adapter à leurs besoins, les écouter pour voir ce qui peut vraiment les aider. Contrairement à une formation, le coaching c'est un échange

One of the things that I advise all the leaders I coach is being vulnerable. This helps break communication barriers between you and the team and the team entrusts the leader to guide them. This allows them to be entered in a coaching program seamlessly

As a leader, ask yourself you you want the team to be coached. What is it you could be doing differently? What does the team want for themselves? Is Coaching the right intervention? Are you looking for them to be coaxed or coached? How will you lead and reinforce the outcomes of Coaching? Are you creating a safe to try, learn, fail environment? What's your role in Coaching There are many questions to consider as a Leader before embarking on Coaching for your team.