As a leader, coaching is one of the most challenging yet most important responsibilities—especially when dealing with employees who seem uncooperative or are considered difficult. Unlike teaching, coaching involves persuasion and an understanding of human behavior. Employees are more likely to support what they help build, so the key question is: how do you get them engaged and onboard?
Below are some tips and questions leaders can ask themselves to help frame these conversations:
-
Take a step back and analyze the behavior you want to address—ask yourself, “What else could be causing this?” Keep in mind that everyone has their own experiences and perspectives, and sometimes it’s the leader who needs to adjust their viewpoint. An effective leader and coach is willing to reflect on their own approach just as much as they evaluate their employees.
-
Examine the root cause of the issue. Consider external factors such as personal challenges, workplace dynamics, or organizational changes that could be influencing the behavior. Is it a lack of confidence or skill? Could there be a misunderstanding or misinformation involved? Is the issue related to a difference in styles? Keep an open mind and avoid limiting your thinking—you’re simply brainstorming possible explanations.
-
Look for the positives in every situation. Every person and experience has a silver lining—it’s your job to find it and build from there. While challenges are inevitable, a strong leader focuses on identifying problems and creating a path forward. In other words, put on your rose-colored glasses!
-
Question your own assumptions. Your brain naturally fills in gaps with stories based on your own experiences and interpretations—it’s a completely human tendency. But are those assumptions actually true? You can only coach effectively when you focus on what’s real.
-
Reinforce that your role as a coach is to help your employees succeed. Achieving company goals is important but only if you can guide your employee in understanding how their actions align with those objectives. When employees see their impact on the bigger mission, they feel more motivated and empowered.
-
Visualize the future you want to create and then evaluate what steps are necessary to get there. What obstacles stand in the way? What actions have you already taken? Are you communicating your vision effectively, in a way that resonates with the person you’re trying to reach?
Coaching is about fostering internal motivation rather than just giving instructions. Jumping straight to directives without considering the individual behind the action is more about control than true coaching. While there are times when clear direction is necessary, relying solely on this approach isn’t sustainable. Instead, build relationships and empower people to overcome their own obstacles and take initiative—making your role as a leader much easier in the long run.
The Catapult advice team is always willing to talk through these challenges with you. For this, or any other HR or leadership issue, reach out to the team at advice@letscatapult.org or call 866-440-0302.