As a leader or manager, you think a lot about what it means to direct your team effectively. From the practices you might have learned in business school to the on-the-job tips you've picked up from past bosses, you have all sorts of methods for getting the very best out of your employees. Rating forms to collect employee feedback, incentives like time off or bonuses ... the list goes on.

But something isn't working. Gallup finds that only 20% of full-time employees are truly engaged in their work in a meaningful way. That means that the vast majority of employees -- yours included -- are "phoning it in" in one way or another.

What can be done to increase your team's engagement, productivity, and performance?

It starts with you.

What is coaching, exactly?

In Adam Blenford's article in Bloomberg Businessweek, he defines coaching as "a talking technique that proponents say can untangle gnarly workplace problems." He points out that coaching has long been done by members of senior management, but it makes sense to open up this practice throughout an organization.

To put it simply, coaching is having a conversation. It's not laying out tasks (administrating) or telling an employee what to do or how to do it (directing). It's talking one on one with your employees to find out what they think, how they're feeling, what's working, and what's not. It's connecting personally and getting at the nitty-gritty of the job and your employee's experience.

Think of coaching your employees just as you would a sports team. It's your job to motivate and inspire, often by meeting with team members individually to gain insights and solve problems. You're the leader, but it goes beyond directing the team. It's about maximizing success on a personal level.

What should I say in my coaching sessions?

There is no play-by-play script for what to say in your coaching sessions. It's up to you to determine what will serve your team and organization best. But there are a few good starting points to work from if you're new to coaching.

Try asking your team members things like:

• What's going well? What's not working?
• What are you frustrated with?
• What's fun for you at work right now?
• What skill set do you have that you feel is underutilized?
• What would make your job easier?

Taking those answers and making meaningful changes is the best way to maximize your employees' success. In this way, coaching is the "silver bullet" for your team's performance that you've been missing.

How often should I be coaching my employees?

Having a coaching session once per week with each team member is the best course of action, if you can manage it with your team's size. Having a coaching session once every few months just won't cut it. There's no point -- any meaningful ground gained will be lost because there's too much time in between conversations. Talking regularly is the best way to take the pulse of your organization and the employees that make it up.

Remember, coaching sessions don't have to be done in person. Digital sessions are more common now that many offices have moved to work-from-home arrangements. Coaching over a phone or Zoom call can be just as effective as doing it face to face. Of course, if employees are on-site or you're working with a hybrid schedule, coaching in person is always preferable.

Start thinking of yourself as a coach, not just a manager or team lead. It's perfectly fine to direct and administer -- it's part of your job, after all -- but bear in mind that coaching and connecting are just as valuable. Hosting one session per week with each team member will make a world of difference for your organization as we head into 2022.