Develop the skills to focus individuals on great performance, transfer ownership for work to those who do the work, create an environment where each person wants to be responsible for his or her own performance, coach the development of individual capability and competence, and learn faster.

Ask questions and don’t give the answers.

Create certainty through focused conversation on great performance.

Involve customers in your conversations.

Raise expectations - move to what can be, then to what must be.

Help people examine their own performance objectively so they see what they need to do and improve to reach their goals. 

Coaching questions:

What does great performance look like to your customers?

What do you want to achieve in the next two or three years?

How will you measure your performance?

What must you learn in order to reach your goals?

What work experience do you need to help you learn what you need to achieve your goals?

For the coach:

How must I be different to be effective?

What does great coaching look like?

What do I have to learn to be effective in this context?

What obstacles can I remove?

Measure your coaching effectiveness - is the person becoming more capable?