Here are some helpful tips on selecting and using Knowledge Management Coaches!
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I have asked many people to list the qualities of a person who had a powerful, positive influence on their life. I receive a variety of answers, of course, but nearly always they include someone who truly cared about them as an individual. They talk about that person’s honesty and commitment to them.
That same description applies equally to a good “Coach.” A truly successful coach has a number of personal qualities, including honesty, tact, patience, and warmth, while sincerely caring for others and being genuinely interested in their success. They need a keen understanding of what motivates others and the ability to “walk in their shoes.” |
They also need a high level of self-awareness. Good coaches know their own weaknesses and biases and don’t let those interfere with results. They understand the importance of not embarrassing others or putting them on the defensive, but instead make it safe for their teammates to also be honest, and be willing to ask for and accept guidance.
Good coaches are not self-centered, but outward-focused. Discovering the truth and finding what works is far more important to them than proving they are right. They are approachable and readily admit when they have made an error.
Here is a list of characteristics demonstrated by an individual who would be a good coach. The more of these characteristics you have, the more successful you will be as a coach.
When choosing coaches, use this list as a checklist. Although you may not have the perfect people for coaches, selecting coaches based on the above qualities, rather than solely on their position or role in the org, will give you a much higher chance for success.
You will also need a system for monitoring the coach’s activity and results. This will give you the information you need to provide useful feedback to your coaching team, and create more consistent practices among your coaching team.
Keep in mind that as you manage your coaches, you should, as much as possible, model the same qualities and practices you are asking of them. I am attaching two samples I have used for a phone professionalism course we have taught, which included coaching for those participating in the course, as well as an evaluation/improvement worksheet for the coaches selected to continue coaching after we had left.
Please keep in mind that these are copyrighted works and therefore require our permission to be used in any form. Generally, if you will call and discuss your needs, we will give permission to use the forms as long as you keep our logo and copyright on the pages. Our hope is that by sharing these, you will get an idea of how much work is involved in building a successful coaching program. It takes a deep understanding of motivational principles, human behavior, training principles, and time and effort to make it all work.
Good coaches are not self-centered, but outward-focused. Discovering the truth and finding what works is far more important to them than proving they are right. They are approachable and readily admit when they have made an error.
Here is a list of characteristics demonstrated by an individual who would be a good coach. The more of these characteristics you have, the more successful you will be as a coach.
- Have a desire to be a coach
- Comfortable and skilled at giving encouragement
- Good listener, Listen far more than talk
- Patient
- Willing to listen to new ideas
- Competent in the area on which they are coaching
- Honest
- Willing to admit they do not know all the answers and find the information they don’t know
- Good communicator
- Compassionate
- Fun
- Empathetic
- Tactful
- Available
- Consistent
- Dependable
- Sense of humor
- Willing to accept responsibility
- Positive
- Supportive of the organization’s goals
When choosing coaches, use this list as a checklist. Although you may not have the perfect people for coaches, selecting coaches based on the above qualities, rather than solely on their position or role in the org, will give you a much higher chance for success.
You will also need a system for monitoring the coach’s activity and results. This will give you the information you need to provide useful feedback to your coaching team, and create more consistent practices among your coaching team.
Keep in mind that as you manage your coaches, you should, as much as possible, model the same qualities and practices you are asking of them. I am attaching two samples I have used for a phone professionalism course we have taught, which included coaching for those participating in the course, as well as an evaluation/improvement worksheet for the coaches selected to continue coaching after we had left.
Please keep in mind that these are copyrighted works and therefore require our permission to be used in any form. Generally, if you will call and discuss your needs, we will give permission to use the forms as long as you keep our logo and copyright on the pages. Our hope is that by sharing these, you will get an idea of how much work is involved in building a successful coaching program. It takes a deep understanding of motivational principles, human behavior, training principles, and time and effort to make it all work.
Telephone435-469-0948
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