Welcome to the first unit of this course on Coaching in the Flow of Work. Here, you will learn how to integrate informal coaching moments into your daily interactions, making coaching a natural extension of your leadership style. The techniques you'll master will help you create a more supportive and developmental environment within your team.

One-on-one check-ins are perfect opportunities for informal coaching. Rather than focusing solely on performance metrics, consider using open-ended questions to delve deeper. For instance, instead of asking whether targets were met, try asking questions that encourage team members to share their struggles and opens the door for meaningful coaching moments.

• Jake: How are things going with your sales targets this quarter?
• Natalie: Honestly, I’ve been struggling to meet them. It feels like no matter what I try, I can’t get traction.
• Jake: What specific challenges are you facing? Let’s see if we can figure out a new approach together.

In this dialogue, notice how Jake’s simple open-ended question of "How are things going?" invites Natalie to share her challenges, making the conversation more engaging and supportive.

Transform feedback sessions into significant coaching opportunities. Instead of viewing feedback as a one-way street, use it to engage and inspire. For example, after presenting your insights, ask them how they feel about the feedback. This approach validates their feelings and promotes proactive problem-solving.

• Chris: I received some feedback about your presentation skills. The client felt it wasn’t engaging enough.
• Jessica: That’s frustrating to hear. I thought it went well.
• Chris: I understand it’s disappointing. How do you feel about this feedback? What do you think could help make your presentations more engaging?

The open-ended question of "How do you feel?" makes the feedback session interactive, not only providing valuable insights but also supporting your team in growing from their experiences.

Don’t overlook project updates as a chance to coach. Use this time to encourage reflection and learning by asking questions like: "What have been your key learnings from this project so far?" or "What obstacles have you encountered, and how have you addressed them?" Such questions help your team members to recognize their achievements and learn from their challenges. This makes coaching an integral part of project management, enhancing both individual and team performance.

By integrating coaching moments into everyday conversations, you'll consistently support your team's development. In the next role-play sessions, you will practice these techniques in simulated scenarios. This hands-on approach will help solidify your skills in making coaching a natural and effective part of your leadership toolkit.