When it comes to leading a team, it's essential to help members move from failure to success. However, it's not possible to take someone from excuses to success. This is because those who make excuses and don't take responsibility for their results are unable to identify and correct the real cause of their problems. To assist team members accept responsibility, focus on what they can control, and improve their results, here are some key steps to consider.
Interest and Self-Motivation
The most critical factor when selecting a responsibility coach is interest and self-motivation.A coach must be actively interested in being trained or, at least, in self-improvement. If the coach does not accept the process or participate in it, there is no hope of success. Interest can be determined by asking the prospective coach, while self-motivation is a little more difficult to determine but just as important. A potential coach might be interested if offered training, but not motivated enough to take the process seriously and put in the effort. This is where a deeper discussion with the candidate and their supervisor is needed.
It's also essential to assess whether the coach can help with managing objections, prospecting, maximizing sales, and increasing existing accounts.
Benefits of Coaching
A coach provides a space for an individual to think and take responsibility without judgment or agenda. To ensure success, human resource professionals and leaders should spend as much time and analysis choosing coaches as they do coaches and training programs. If you're considering working with a coach, here are some things to consider when evaluating if coaching is right for you and choosing your coach:- Understand what coaching is and if it's right for the job you want to do.
- Choose candidates who are willing, capable, and committed to making the most of the time and resources invested in them through the training process.
- Assess interest and self-motivation.
- Evaluate if coaching is right for you.
