« What, Why, and How: Feedback | Main | Good Meetings, Good Decisions »


Jamie Flinchbaugh

I think the first one is important, but it goes beyond just fixing, it also applies to coaching...meaning, don't coach everyone.

I've noticed more than a few coaches that have a hard time letting a wrong-headed comment go uncoached. They feel compelled to intervene. Fix everything, and fix everybody. This ultimately results in a shotgun approach, and the coach is resultlingly ineffective.

Focus. Pick the people you want to coach. Pick the opportunities to coach. A rule of thumb for many should be coach less often, but deeper.

Jamie Flinchbaugh

Tyler Murphy

Thanks for this post - I don't think it's possible to underestimate how important listening is in every aspect of people management. It really does make all the difference in being able to help our employees.


Steve - great posting. I totally agree. You are so right- leaders today simply don’t know enough to simply provide answers. In my experience, the usual scenario is that someone comes with a problem, they have the answer, they just need help to develop it. You’re right too that it’s crucial to listen - I’ve got as far as counting to 7 which works for me. You’ll be surprised at how much people come up with when you give them a chance to. Finally, you absolutely have to support what people do – if you ask them to do something - do your best to help them succeed.

Harris, Rothenberg International

#4 is my favorite. It's so important to stop and really listen in order to be more effective. Managers can be excellent coaches if they do it the right way.

John @ Machine Parts

Nicely put. I appreciate the clarification on 'Listen'. Its like dating, just ask questions until you know the whole truth about the situation, then make an informed decision or suggestion.


Nice and simple. I like the idea of starting with only a few people. If you have a large team the thought of coaching each and every one can be so daunting and discouraging. I've get tons of calls from associates asking for help and all too often I simply give them the answer instead of using the opportunity to build the individual. That is my challenge for the rest of the week! Thanks for the post!

Ben Hailey

The comments to this entry are closed.

My Photo

Steve Roesler, Principal & Founder
The Steve Roesler Group
Office: 609.654.7376
Mobile: 856.275.4002

Enter your name and email address to receive your copy of my coaching eGuide.

Human Resources Today
Business Blogs



  • View Steve Roesler's profile on LinkedIn
Personal Growth from SelfGrowth.com

Get Updates via RSS Feed

  • Enter your email address in the yellow box for FREE daily updates

    Powered by FeedBlitz

Awards & Recognition...

  • Career 100
Alltop, all the top stories