Master Coaching Techniques: Quick Strategies to Empower Your Team

“3 minute coaching depends on us to suspend our need to ‘know things. It requires us to remember to ‘be the coach’ and help the other person to access their full knowledge and wisdom. What we know matters, but who we are matters more.”

– Brené Brown

So often when I am running a coaching skills workshop, a manager will say to me: “I don’t have time to coach. Using a coaching approach takes longer, and we are all so time-pressured.”

I empathise with them.

Our working world becomes increasingly pressured, and in my own coaching practice, I see managing this pressure as a regular topic.

In today’s fast-paced world, time is a precious commodity, and leaders often find themselves overwhelmed with responsibilities and commitments.

However, by not using a coaching approach and the right coaching techniques, we are also not solving the problems of pressure and need for empowerment. If we don’t invest in helping employees develop the skills to solve their own challenges, we miss opportunities to foster their independence and growth.

As a result, they will continue to rely on us for answers, keeping us trapped in a never-ending cycle of busyness.

Adopting coaching techniques in the workplace breaks this cycle. These strategies enable leaders to empower their teams, encourage self-reliance, and reclaim valuable time for higher-level priorities.

Coaching Conversations Can Be Quick Yet Impactful

Coaching conversations can be brief yet incredibly impactful.

We often imagine coaching as a formal 30-minute conversation in a small room, perhaps with coffee and flowers. This belief can dissuade busy leaders from engaging in coaching conversations altogether.

But coaching techniques can happen anywhere and in a matter of minutes. At its essence, a coaching conversation is one where we invite the person we are with to think for themselves. We come to the conversation believing they are resourceful, capable, and thoughtful.

For example, imagine an employee comes to you with a question about handling a difficult client. Instead of providing a direct answer, try asking:

• “What have you tried so far?”
• “What’s one thing you think could work next?”

These coaching questions don’t take long but empower the employee to approach the situation with a solution-focused mindset. I call it the 3-minute coaching method!

Try Two Powerful Coaching Techniques: It Starts with Our Mind

So what happens if we take a different approach to coaching? What if we see coaching as our own mindset shift rather than something extra to do. I outline two different coaching techniques you can apply if you’re busy.

1. More Asking, Less Telling

Firstly, we can simply choose to move from ‘tell’ to ‘ask.’ In their research, Losada and Heaphy (2004) found that teams which had a balance of telling vs. asking performed better than teams who took a more telling approach.

Note the balance between telling and asking – this is not to say that managers should move completely to ask.

When someone asks us a question at work, simply holding a habit of asking first before telling means we are already employing a coaching approach.

To do this will simply involve noticing our inclination to ‘tell’ and recognising that telling often seems quicker in the short term but not in the long run.

For example, during a team meeting, a manager could ask:

• “What’s the biggest challenge you’re facing right now?”
• “How might you address it with the resources available?”

Such coaching techniques in the workplace encourage participation and foster a collaborative environment.

Another application of powerful coaching techniques could involve brainstorming sessions. Instead of suggesting solutions, a leader could ask:

• “What creative ideas do you have to tackle this project?”
• “Which idea do you think would be most effective?”

Learn more about this in our blog on relational leadership.

2. Adopting a Growth Mindset

Secondly, we can change the way we think about our employees. In her book “Mindset,” Carol Dweck (2006) describes what she calls a growth mindset as the belief that our success is based on hard work and learning – the more effort we invest, the more we will succeed.

For instance, if an employee struggles with a presentation, a leader could say:

• “What have you done well? Celebrate your success!”
• “What would it take for you to bring the presentation to the next level?”

This approach is an example of powerful coaching strategies that not only address the immediate issue but also promote personal development – and it only takes less than five minutes to get someone thinking about how to improve.

A leader fostering a growth mindset might also recognise opportunities to coach when mistakes occur. For example:

• “What lessons did you learn from this situation?”
• “How can you apply those learnings moving forward?”

This transforms challenges into growth opportunities, reinforcing the value of continuous learning.

7 Questions for Powerful Coaching Conversations

So, how can we make that brief conversation impactful? Making a brief coaching conversation impactful is all about honing the art of precision, active listening, and focused questioning. Here are some key strategies to ensure that every moment counts.

Picture this scenario: Someone seeks your advice on a challenging matter, but instead of jumping to provide answers, you take a different approach.

Through seven simple yet profound coaching questions, you empower them to find their own solutions:

1. What are your thoughts about what to do?
2. What other thoughts do you have?
3. What else?
4. Of those thoughts, which one do you think is the best approach?
5. What risks do you see in taking that approach?
6. How do you feel about moving forward?
7. Is there anything you need from me?

These questions exemplify quick coaching tips that any leader can integrate into their routine. Explore 100 powerful coaching questions here.

When Coaching Isn’t Appropriate

Certainly, there are instances when coaching conversations may not be suitable. Emergency situations, time-sensitive moments, and high-pressure scenarios are examples where immediate action is required, leaving no room for coaching.

Additionally, there are times when you, as a leader, possess a clear solution, and expecting the other person to find it themselves might lead to discomfort or inefficiency.

For example:

• In a crisis, a leader might say, “We need to prioritise this task immediately; here’s how we’ll do it.”

In such cases, direct guidance ensures efficiency and clarity, reminding us that effective leadership involves discerning when to coach and when to take a different approach.

To sum up….

By maximising each moment, employing powerful coaching techniques, and actively supporting the other person’s growth, you can create meaningful and transformative interactions even in the briefest of encounters. Leaders who integrate coaching techniques in the workplace unlock their team’s potential and build a culture of independence and growth.

By embedding a growth mindset and employing these strategies, you create an environment where challenges become opportunities and time becomes an ally rather than a limitation. For time-pressured leaders wondering how to coach effectively, remember that even a brief interaction can leave a lasting impact. Start small, use these quick coaching tips, and watch as your team begins to succeed.

About the Author

Jean Balfour is Managing Director of Bailey Balfour and Programme Director of our ICF Accredited Coach Training Programmes. Jean is passionate about helping people to have good conversations both at work and at home. She believes that coaching is a life skill and that you never regret learning to coach.

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