Whether on the gridiron, in the boardroom, part of a project team, or as a personal or professional counselor, coaches use similar tenets and tools to help others excel. Coaches might implement their tools in different ways, but the common denominators present in most coaching relationships can have lasting effects on employees’ or your own performance.

Apply these strategies to boost the effectiveness of your workplace coaching:

Have a game-plan: A clear vision and action plan ensure that all "players" are focused on the same end-result, and, as the coach, you’re better able to see when the group is off course and needs to re-calibrate its efforts. For example: Imagine a football coach trying to coordinate each player’s movements without a predetermined play.

Associate the gameplan with individuals’ goals: The best-laid plans are foiled if the people required to implement them aren’t intrinsically motivated to do so. For example: A personal coach is only as effective as the client is motivated. The coach can recommend approaches and tools until she is blue in the face, but if the client isn’t genuinely focused on attaining the expressed goals (rather, his boss told him to go to the coach), little change will be made.

Do drills: Isolate key skills required to succeed, and develop exercises that hone those specific skills through practice. For example: Rarely (if ever!) will someone give a presentation in front of a mirror. And yet, isolating the skill to "wear" a comfortable expression and posture, and practicing in front of a mirror builds those talents for real presentations.

Put people in roles that suit their aptitude: Discuss natural propensities with your employees. Learn what they like to do and why. Suggest new or modified roles for individuals. Fill talent voids in your organization — as opposed to filling an open job title. Don’t be afraid to give someone new responsibilities or roles if his demonstrated traits suit what’s needed. For example: A vocal coach will remove a student with a low singing voice from the soprano section. Signing out of range damages the student’s voice and reduces the quality of the chorus’ sound.

Use appropriate communication modes and content: The best coaches in any arena know how to mold their communication style and content to befit the person they are coaching, leading to greater understanding, better rapport and longer retention. This applies to word choice, voice tone, personal space boundaries, and the way you explain required actions and expectations. For example: When explaining how to cup your hands properly when swimming, a coach might toss out all explanations and visuals relating to swimming and say, "Pretend you’re petting a cat." Having stroked a cat before, the person will almost instantly be in correct swimming form.

Celebrate: Achieving goals and surpassing milestones deserve credit. Celebrating these accomplishments underscores the value that each person brings to the table and confirms expected behaviors — all while serving as motivators for future learning.

Remember, this information is food-for-thought, not customized counsel. The most effective interpersonal and organizational communication program is one that's been tailored to meet the unique needs of your group. If you have questions, connect with a communication advisor or e-mail us for suggestions.