“Work is hard. Distractions are plentiful. And time is short.” – Adam Hochschild

Distractions make focus a rare and valuable asset. It’s crucial for leaders to recognize the ongoing pull of distractions on their teams. Whether or not we’re in a crisis, there’s always “noise” that can sidetrack employees, impacting productivity and morale.

Coaching can be a game-changer in helping employees stay focused on their work, manage distractions, and take accountability for their growth. These real-life stories show how coaching transformed not just performance but also the engagement and satisfaction of the people involved.

1. Prioritization skills: Jason was known as the “go-to” guy — always willing to lend a hand. His manager Anita valued his helpfulness but noticed he often avoided complex tasks, opting instead for minor tasks that left larger projects rushed or overdue. Jason seemed oblivious to the problem, and Anita was hesitant to discourage a high-potential team member. Through coaching, Anita used this structured approach to turn things around. In a coaching session, she highlighted Jason’s strengths and suggested that he focus on improving his prioritization skills. Jason took ownership of his development plan, implementing new strategies and setting deadlines for key tasks. The result? A noticeable improvement in both his productivity and his confidence.

2. Reducing “hyper-connectivity”: Tamar was incredibly responsive — she’d answer emails in minutes and kept up with social media constantly. However, her manager, Simon, noticed this connectivity wasn’t translating into productivity. Contract processing times were slipping, and Tamar’s attention during meetings was often elsewhere. After several conversations with no improvement, Simon decided it was time to make Tamar an active partner in her own development. Tamar had expressed a goal of becoming a director within five years, and Simon used her ambition to frame their coaching session. Together, they identified focus areas to help Tamar prioritize what truly mattered to the bottom line. By the end of the year, Tamar’s attention was directed toward strategic tasks, and her progress reflected her growing commitment to her goals.

3. Supporting work-life balance: Lucas was the most productive supervisor at the company, but recently, his management style had grown harsh, affecting team morale. Complaints mounted, and HR noted an uptick in turnover linked to his leadership. When asked, Lucas dismissed the issues as the team’s need for “tougher skin,” but signs of personal struggles were apparent. Omar, his general manager, worked closely with HR to offer Lucas counseling and resources to address his personal challenges. Through coaching, Lucas acknowledged the impact of his struggles and was motivated to improve, creating a development plan that would bring positive changes to his work life and his family.

Takeaways for Leaders

Real, lasting change begins when people accept accountability and take proactive steps toward improvement.

Here are a few key coaching insights: • Empower ownership: Performance management becomes impactful when employees take an active role in their development.

• Understand external influences: Personal challenges often spill into work, and coaching can help employees find support both inside and outside the office.

• Set clear goals and deadlines: Development plans succeed when they’re supported by structured goals, deadlines, and regular check-ins.

• Leverage resources: Leaders don’t need to coach alone.

Coaching isn’t about reprimanding or setting rigid directives; it’s about guiding people to unlock their full potential. By fostering focus and resilience, managers not only elevate performance, they build stronger, more engaged teams.

Gary Markle is Chief Catalyst at Catalytic Coaching and senior business partner with Energage. Energage is The Denver Post’s survey partner for Top Workplaces. To nominate your company as a Top Workplace, go to denverpost.com/nominate.