Leadership Coaching 201

A study was done previously at a pharmaceutical meeting in Europe. In this study, it was made known that managers trained in the 8 Step Coaching Skills program outsold DM's that didn't receive any training in that program. There are two reasons that the data appears to give for this outcome: realizing and diagnosing the needs of the Representatives, and effective leadership coaching.

However, there was much more to this study, and training wasn't the only matter that affected its outcome. Managers have the need to conquer daily hurdles to be a good coach. It takes a knowledge of the skills plus the courage to open up sensitive and important topics with others. Coaching is not always easy, many times we can cause an opening up conflict. In the end, "coaching is easier said than done." The results, however, are usually if not always worth what it.

Many DM's are wondering: "Is it Coaching Skills or Coaching Steps?" It's obvious that the heart of the Eight Step Coaching Model is composed of skills. The primary focus on skills and behaviors differentiates the Eight Step Coaching Model from other coaching training. To demonstrate this example, step one is "Be Supportive," and it depends on building collaboration. Similarly, Step Two, "Define the Topic and Needs," requires the Manager to have good good inquiry skills.

The word "steps" simply means that there is a building process in progress when you coach. It doesn't mean that every time you speak with a Representative you have to force yourself through every step. Many times coaching quickly is necessary. An example may be coaching in between physician calls and you need to quickly improve the skills of a representative. With this example, you can cut right to the topic and plan.

In other situations, you want to cover more steps or more skills in order to orchestrate a successful coaching experience. If you want to speak with a Representative about a larger topic, such as teamwork, goal attainment, or participation in meetings, you will definitely need to reserve more time and pull in more skills or steps. The key is flexibility. You need to know the steps or skills thoroughly and then draw on the steps that are appropriate for each situation. As you practice the Eight Step Coaching Model and apply it often, you become more natural. The more you experience the Model, you hardly realize that you are even following the process.

Coaching just needs to be done, plain and simple. Supervisors need to create good relationships with their employees and be able to constantly and consistently coach them to make a better working experience for both the employee and supervisor. If an employee is confused as to his/her role in the company, it's probably because his/her supervisor was never clear on the expectations that he/she has. There is nothing worse for an employee than to not know his/her role in the company. If the supervisor is not careful, he/she may lose many quality employees just because no coaching was done in the first place.

CMOE.com will teach you how to beat the competition with new coaching skills. Whether it be strategic thinking or other leadership developmentactivities, they have the answers ready and waiting for you.