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Your Business Mindset

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Transforming an individual’s performance

There’s a format I use that has proven particularly effective in helping individuals improve their overall performance in various roles. Whether tackling a specific performance issue or aiming for general improvement, this approach works wonders.

Overcoming the Fear of Calling Prospects

A while back, I was asked to coach a salesperson struggling with calling prospects. After confirming that she genuinely wanted help, I observed her making a few calls.

The problem was clear.

When called in by a business owner, HR department, or line manager to coach an individual, I always ensure the potential client wants help. I’m not a fan of the “voluntold” approach.

Back to this individual.

As she prepared to call prospects, it was evident she was getting herself into an unresourceful state. She wasn’t clear on why she was calling, what her company offered, or what problems they could solve.

I asked, “If I wanted to get into that sort of state before calling someone, how would I do that?”

Prompted by a few “and what else” comments, Jane warmed to her task. She explained I’d need to tell myself I was interrupting the person, that they wouldn’t be interested, and imagine they were very busy and very important.

I tried this approach and started to feel anxious myself.

Jane then laughed, “Why on earth do I do that?”

She hadn’t learned this strategy on purpose. We then spent time developing a much better way for her to prepare for calls.

This is what I love about coaching. As well as resolving specific performance issues, clients learn how they limit themselves and apply that learning broadly.

Managing for the First Time

This format is also suitable for people moving into management or stepping up to a Director role. Without coaching, such transitions can turn great team members into poor managers.

Currently, I’m coaching a chap who has just stepped up from being a team member to managing the team. This is a perfect example of common coaching aspects.

I asked Tony what tasks he expected to take on in his new role. He listed several, which I wrote on a flipchart. After a coffee break, I asked him to list tasks he’d no longer be doing.

Silence… then, “Well, I thought I’d do those as well.”

You wouldn’t believe how often I’ve had this conversation.

We then created a detailed development plan for him to hand over tasks, with notes on measuring effectiveness and success for his team members.

Motivating Your Team

Further into his coaching programme, Tony faced challenges with a team member who struggled to learn about their sector. We discovered Tony was teaching the way he learned, assuming his team member would be the same.

Realising his mistake, Tony asked his team member how he had learned something in the past and adopted that strategy.

Leaders often assume their team members learn, are motivated, want the same rewards, have the same fears, priorities, and values as themselves. In my experience, this is rarely true.

The Real Lesson Here

Effective coaching transforms performance by addressing both specific issues and broader self-limiting behaviors. Understanding that everyone has unique learning styles, motivations, and fears is crucial for successful leadership.

Next Steps: Unlocking Potential

At Your Business Mindset, we focus on uncovering performance barriers and helping individuals develop their own systems to achieve business goals. When people create their own solutions, they take ownership and drive their own performance.

Want to learn more about how we can help your business? Call or email me to discover our approach and see how your business can benefit from our expertise and experience.

#businesscoaching #mindset #employeeengagement