How do you overcome common coaching challenges?

Although a sales leader or coach may have a formula or template for coaching and mentoring a salesperson, it’s vitally important that each person is treated individually according to his/her own skills and experience aligned with the job description. It’s also very important to NOT compare one person with another. Utilize emotional intelligence and treat each person with respect and compassion. Lead like you want to be led, and coach like you want to be trained.

Strategic and consistent one on one meetings are critical so a coach and leader can evaluate previous and current practices. Highlight what’s being done correctly, what needs improvement both how and why, and include what’s not being done correctly. Be consistent with these principles and always be patient, kind and respectful while being professionally honest.

In between coaching sessions, coaches could introduce assignment. Example, journalling or a certain reflection on action items. In order for the next coaching session to be productive, set the expectation that the coachee would need to complete this certain task, else the session wouldn't be materialized.

To overcome common coaching challenges, I ensure regular, dedicated coaching sessions, understanding that consistency is key. I apply NEPQ by starting each session with emotionally engaging questions that explore the coachee's challenges, fostering trust and openness. Using NLP practices like pacing and leading, I match their communication style, gradually guiding them toward growth. A lesser-known approach is the "GROW Model" (Goal, Reality, Options, Will)—it helps structure sessions to keep them focused and productive. By committing to regular, distraction-free coaching and adapting to each individual's style, I create an environment where potential is maximized.

As mentors, it’s essential to cultivate an environment where our coachees feel valued and understood. This begins with active listening and empathetic engagement, showing genuine interest in their perspectives and challenges. Transparency and consistent support further reinforce this bond, making it easier for them to openly share and embrace feedback. Remember, when coachees trust their coach, they're more receptive to learning and growth. #SalesEnablement

If you treat each individual with respect, professionalism and kindness, there should be no room for defensive ness and negativity. When personal feelings get infringed on and misunderstandings occur, tread lightly and professionally but with firm honesty. Use each individual’s best strengths and leverage and compliment these. Likewise, assist with each individual’s weaknesses and improve with positive feedback.

As a coach, maintain professionalism. Never ever spill someone else's story. Always strive to create a safe environment for your coachee to share. Be interested, not interesting.

Have a clear set of principles and best practices that you consistently adhere to. Score each person’s performance based on their respective skill sets and experience. Resist the urge to compare each individual against each other. Be professional and leave emotions and personal issues behind. Positivity breeds a healthy culture and inspires stronger performances from everyone in the team.

Done correctly and strategically, asking for feedback regarding your coaching can be very constructive for all parties involved and a coach can actually learn from his/her mentees.

If we want to get our ideas to be implemented, it’s much easier to make it their idea. The only way we can do that is by asking questions that lead them to uncover it with you. Telling people what is wrong is far less effective than leading them to realize it themselves. Once they see what you want them to, they’ll start thinking in the same direction as you and you will have an alliance!

Before agreeing to the coaching sessions, perform preliminary discussion to set the expectations right. It's also crucial for the both parties to assess the mutual comfort level.