Should you be coaching instead of managing and supervising? We’ll lay out some coaching basics and tell you about a new January 22 audio conference on successful coaching skills.
Coaching is frequent, spontaneous, one-on-one training. Many experts think it is a very effective tool for performance, motivation, and participation.
As a performance tool, coaching provides immediate, specific feedback and correction.
As a motivational tool, coaching gives personal attention and recognition.
As a participation tool, coaching involves employees in advancing their growth and achievement.
Here are some of the characteristics that make good coaching so effective:
–Involves personal, one-on-one training or teaching
–Is spontaneous and informal
–Usually results from direct observation of behavior or specific facts
–Is targeted to a specific task or assignment
–Is interactive
–Suggests a concerned, friendly, caring interest
–Offers encouragement and support
–Doesn’t rush to judgment or criticism
Get employees to take ownership. Find out how in our all-new January 22 audio conference Coaching for Success: How to Unlock Employees’ Potential for Improved Performance and Boost Workplace Retention and Morale. Can’t attend? Pre-order the CD. Click for more info
How Can I Start Coaching?
Here’s a step-by-step guide that experts say will give managers and supervisors a leg up as they try coaching.
1. Question. Quite often performance problems stem from an employee’s not knowing what is expected. Or perhaps from having picked up a wrong idea about how to handle a task from a misinformed co-worker. So start by questioning the employee to make sure that he or she understands what you expect and how he or she is not meeting that expectation.
2. Listen. Take the time to be sure that the employee’s concerns and challenges have been correctly understood. There may be factors you are not aware of that are making a task difficult or impossible. Perhaps another department is slowing things down, or perhaps a new supplier’s product doesn’t handle as easily as the old one did.
3. Affirm. Show respect for the employee’s feelings and point of view. Involving the employee and valuing his or her input are essential to getting “buy-in.” That’s the key to sustained top-level performance in the future.
4. Clarify. Work interactively with the employee to identify the true nature of the problem, and what the possible solutions are. Dig down to clarify exactly what has to change, and what the outcomes must be.
5. Solve. Collaboratively develop a plan for how to manage the task better. When you come up with the solution together, it’s most likely to be a practical one that the employee can understand and embrace.
These simple guidelines will get you started on the road to successful coaching. To develop a deeper understanding of coaching and what it can do for your management team, attend our brand new audio conference on developing coaching skills. Not only will you get much more detailed guidance and practical tips, you’ll also be able to ask your questions of the expert. Click on one of the links on this page to get more information or register, or if you can’t attend on January 22, to pre-order the CD. As always, your satisfaction is assured.