Coaching Skills | Origin: ML118
This is a general discussion forum for the following learning topic:
Coaching Skills
Post what you've learned about this topic and how you intend to apply it. Feel free to post questions and comments too.
I recently completed coaching skills course and found tools valuable. I have always practiced coaching by using open ended questions but shifting how I support others with active listening was good information.
Comment on Dr. Octavio Mora's post:
You raise such an important point. Coaching really is a skill that requires discernment — knowing not just how to coach, but when coaching is the right tool for the moment. Used poorly or at the wrong time, it can feel confusing or even dismissive to the person receiving it. Used well, it opens space for real growth. I appreciate your emphasis on promoting the growth of the individual — that should always be the compass for any coaching conversation.
With Benevolence, Shannon
Comment on Abija Deglace's post:
Well said. You've captured the heart of what makes coaching different from directing — it's an ongoing, reflective partnership, not a one-time instruction. I especially appreciate how you named learning agility as your application goal. That's exactly the mindset shift that transforms a team over time. When people grow from their mistakes and stay open to change, the whole organization moves forward. Thanks for this thoughtful reflection.
With Benevolence, Shannon
This course reshaped how I think about my role as a leader. The biggest shift for me was recognizing that coaching is not about giving answers — it is about asking better questions and creating space for others to find their own way forward. I was especially struck by the idea that in a great coaching conversation, the person being coached should do 90% of the talking. That statistic alone reframes what effective leadership actually looks like.
Moving forward, I want to be more intentional about recognizing coachable moments in everyday interactions, using open-ended and neutral questions instead of rushing to solve, and grounding my feedback in specific behaviors and their impact rather than broad impressions. I also want to practice the discipline of sitting with silence — because that's often where the most meaningful insights surface. Coaching is ultimately an act of belief in another person, and I want my team to feel that belief every time we talk.
With Benevolence, Shannon
I learned better strategies to help with coaching
Asking questions before providing an opinion or guidance, is a better way to engage your direct reports in a coaching meeting.
I have learned to ask more questions and take a step back
Coaching helps individuals developmtheirnskills and confidence by providing guidance, constructive feedback, and opportunities for growth.
teamwork and motivation make strengths
Ive learned coaching is about guiding employees to reflect, solve problems, and grow rather than just giving answers.
Coaching is an important part of managing and should be done when employees are in a place to receive feedback.
Bring out the best in us.
Make sure the coach and employee are ready (frame of mind) to be coached.
Ask for feedback and open ended questions (i.e. How do you think the meeting went?)
Allow the employee to come to their own conclusions and validate their perspective. Coaching is suggesting not making the decision for the employee
The course is very good; it will help me better communicate with my peers during their evaluations.
I learned we must seizwe the moment and observe the coachee's closely to assess their strenghts and areas of opportunity that would merit coaching opportunities.
The most important thing I have learned is that there is a time for coaching and a time for feedback. Coaching is deeply important and should be a large part of what a good leader should do daily.
I've gained a deeper understanding of the importance of active listening, powerful questioning, and goal setting in supporting others' growth.
This module showed me better ways to coach my team
Coaching and peer coaching requires identifying areas of improvement, guiding individuals to work on themselves and to keep a positive mindset on areas to work on.
