Smart Working: Coaching
Conclusion Adopting a coaching approach which prioritises the growth and development of our colleagues, based on mutual respect and trust, can have a profound impact. It is just as important in a hybrid working context as face to face – listening, questioning and reflecting back are as effective on screen as they are in person. Developing the skill set of senior lawyers whilst empowering juniors can play an important part in an organisation’s retention and talent development strategy as it positively correlates with business outcomes and increased employee engagement. As we emerge from the intensity of the pandemic, space will open up for us to think more creatively about how we want to develop ourselves and others. A coaching approach can also be used to great effect in team meetings and performance reviews, here are some tips: Team meetings: C heck in with everyone at the start of the meeting – it will give you a sense of how the group is feeling and allows everyone to be heard early on. Ask questions such as: What would you like this meeting to achieve? What would you like to hear from others? Try giving everyone a turn to speak for 2 minutes on a particular agenda item – this allows the quieter members of the team time and space to share their views and ideas without fear of being interrupted.
Performance reviews: Try using some of these questions rather than just giving feedback:
hat do you feel has gone well/not so well? W What would you like to achieve over the next year? Whose support do you need? How can I best help you?
“Using a coaching approach can help individuals generate new thinking and come up with new ideas.”
Family Law in Partnership
Victoria Nottage
Practice Development Lawyer, Family Law in Partnership (www.flip.co.uk)
LW
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Clare Harding
Executive Coach and former Solicitor (www.clarehardingcoaching. com)
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