The Purpose of Coaching Employees
Inform – Coaching informs employees of what they have done well and what they need to improve.
Teach – Coaching teaches employees how to improve and provides skills they need to be successful in their role.
Guide – Coaching guides and advises employees by showing them the steps they need to take to improve and become stronger, more effective workers.
Recognize – Coaching recognizes and builds on employee accomplishments.
Motivate – Coaching motivates employees and helps them to develop greater levels of work competence so they can make even greater contributions to their team, the department and the University.
Assist and Develop – Coaching helps develop employees’ skills and abilities, making it possible for them to grow professionally and prepare for advancement.
Empower – Coaching empowers employees to take charge of their jobs and be accountable for their performance.
Keys to Effective Coaching
Effective Coaching is Immediate
The most motivational coaching is always immediate. It’s something you do right this minute, not something you put on your To Do list. For example, while you are having a conversation with an employee about another matter, you realize that they are not uncertain of how to accomplish a task or procedure. Take that opportunity to teach your employee, have them explain it back to you, then if possible observe them performing that task. Positive behavior is most likely to be repeated if it’s reinforced immediately and negative behavior is easy to correct if you nip it in the bud.
Effective Coaching is Specific
- You have to be specific about what the employee is doing well and/ or what needs improvement.
- Be specific about what skills and knowledge is required to do a good job
- Standards that must be met must also be documented
- You must also make sure the employee understands the significance of the job, how does it affect the big picture?
- If corrective action is necessary to improve an employee’s performance, you should be absolutely clear about what action is required, step by
step. You should also have clear consequences for not meeting those requirements.
Effective Coaching is Interactive
Coaching is a collaborative process, be sure to discuss rather than lecture and give orders. You encourage participation from your employee by asking questions about whatever the issue is. After you ask questions, be sure to listen to what your employee has to say. Hearing what your employee has to say will give you insight into how he/she thinks, what motivates him or her and they are progressing. During your discussion with your employee, pay attention to body language. Does the employee’s body language say that they are open and receptive to your coaching, or is the employee closed and defensive? This will determine whether you need to remove whatever barrier is blocking your communication before you can proceed.
Performance Based Coaching
Coaching your Top Performers
- Provide frequent feedback
- Be Specific
- Ask for Input
- Keep them Challenged
- Give them Adequate Rewards and Recognition
Coaching your Average Performers
- Determine the employee’s potential
- Find out why they aren’t doing better
- Reinforce strengths
- Clarify standards
- Develop a plan
Coaching Poor Performers
- Consider causes
- Encourage employee input
- Work to develop solutions
- Discuss and explain goals and objectives
- Agree on an action plan
- Specify consequences of not improving
- Schedule a follow- up session
The Qualities of a Good Coach
- Positive and Enthusiastic
- Good Communicator
- Good Listener