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.