Consider: What are their career goals? What short term goals (training) will help them to reach this goal? This is your starting point.
1. Be clear on the reason for coaching: What are the goals? Without goals there is no coaching.
2. Get to know the person you are going to coach'do your homework. The more you know about their vision, objectives, challenges, strengths, and weaknesses, the more convincingly you can offer performance improvement ideas.
3. Coaching is not one-sided. It is a give-and-take sharing of ideas and information. Provide a structure overall, but then stand back. Answer questions or be a cheerleader, as needed.
4. Lead but don't give the answers; give direction. Try to provide information which the person can use to chart the next course of action.
5. Don't ask, "Why?" Probe deeper. Instead ask "What got in your way and how can you deal with it next time?"
6. Avoid negatives such as "I don't think..." and "You shouldn't...,"Instead encourage and use phrases like "What if we tried to..." or "Maybe you could..." or "another option might be..."
7. Realize a coach never has all the answers. If you don't know the answer, admit it. Find the answer and provide it at the next coaching session.
8. Recognize progress, no matter how small. Rewarding small efforts inspire bigger efforts. Provide encouragement and support each step along the way, giving feedback to help build upon each success, no matter how small.
9. Give feedback at the end of each session. Make suggestions for improvement. Ask the coachee to list two or three of the most important things he or she has learned. This will reinforce learning and help build the coachee's satisfaction with the learning process. Ask for feedback on your coaching skills as well.
What have you done to "grow" your employees?
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