Google Project Oxygen - Managers Matter

 https://rework.withgoogle.com/blog/the-evolution-of-project-oxygen/#:~:text=Back%20in%202008%2C%20an%20internal,into%20our%20manager%20development%20programs.

* Apart from Coaching Googles Project oxygen adds few more points

“Pure” Coaching

• Actively listen

• Ask powerful questions

• Raise awareness around “blind spots” 

• Challenge thinking and deeply held beliefs

• Make requests for new action

Google Project Oxygen Definition

• Provide specific & timely feedback

• Balance positive (motivational) & negative (developmental) feedback 

• Understand unique strengths & development areas of each person

• Tailor coaching to the individual & situation ( What is coaching refer above)

• Suggest solutions

• Have regular 1:1s

Another Coaching Defination

Coaching is unlocking a person's potential to maximize their own performance. It is helping them to learn rather than teaching them.

When should i Coach vs Tell how to do a task

When i should coach

• When working with high-potentials

Coaching fosters their long-term development

• When working with knowledge workers

The “expert” leadership role has limitations when workers may be more knowledgeable than the boss 

• When commitment trumps control

When securing employees’ commitment and intrinsic motivation is more important than controlling them, coaching is the best approach

• When the issue is around managing relationships

e.g. stakeholder management, how to motivate others

When Should Coaching be Avoided

• When dealing with serious underperformers

Coaching is not a performance plan

• When you do have the answers. If you know exactly how work must be done, direct instruction is better than inquiry

If a question has just one answer, people feel quizzed

• When task control is more important than commitment

In doing routine tasks for example, this may be the case

• If the coach believes the coachee cannot achieve the goal

An important aspect of coaching is having a growth mindset. If this is the case, question your assessment before acting.

• When there are safety or legal risks involved

How to Be a Good Coach 

• Be fully present for and focused on the coachee

• Be aware of your own mindset and that of the coachee

• Practice empathic listening (aka active or reflective listening)

• Ask open-ended questions to facilitate coachee’s own insight

“Focused attention on coaching is more important than the time spent. What matters most is listening so the other person feels heard. Eliminate distractions and cultivate a sense of presence in the moment.”

Read this presentation for More on Coaching - https://docs.google.com/presentation/d/13-rj7ZqlyuHNli9Ybd5D8g-qqUNtG81t3JLq7JV5c2o/edit#slide=id.gc65ffdba2_0_2656