The Coaching Habit: Coach-like Curiosity
Many common workplace problems share root cause: Advice-giving. While well-meaning, the habit of rushing in with an answer or suggestion creates unintended consequences that show up in sneaky ways.
The Coaching Habit starts by helping people managers recognize their advice-giving style – what we call the Advice Monster Habit. Then we introduce an alternative habit and new questions to help people get clear, to create possibilities and to spark the right kind of action.
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New People Managers
Starting your new managers off with good habits will save energy, time, and money later.
Established People Managers
The world has changed. Give your seasoned managers the tools to adapt.
Aspiring People Managers
Career development and mobility options are essential for retention. Give your next generation leaders a lift.
Why your new people managers need to stop giving advice
Effective managers spend less time giving advice and more time asking questions. Here are four ways asking questions improves your leadership skills and develops more productive teams.
Have more questions? Great!
That’s part of what it means to be curious.
Micromanagement, unreasonable expectations, and unapproachability are all telltale signs of Toxic Bossdom. The good news: everyone can grow in their roles. Curiosity, openness, and direct communication can be developed with the right tools and support.