Coaching is having a series of conversations with an individual in order to help them access their hidden potential to achieve greater levels of success.
- Bridget M. DiCello
It is essential that you have both “Conversations on the Go” as well as “Undivided Attention Meetings.” When you see acceptable or unacceptable behaviors, sometimes you need to address them immediately for greatest impact. Other times you need to get both the employee and yourself focused on their improvement in a planned meeting where you have each other’s undivided attention. In which meeting you bring up an issue depends on the urgency of the needed change in behavior. If you wait as an unacceptable behavior continues, your frustration increases as does the employee’s resistance to change – which makes the conversation more difficult when it does occur.
Conversations on the Go:
1. You bring up the unacceptable behavior and get them talking.
“I’m concerned about… because… What Happened?”
2. Then you talk. Explain current unacceptable behaviors describing them specifically. “Your bad attitude” and “your lack of initiative” are not specific behaviors.
3. Get commitment to precise, doable action from the employee.
4. Determine a follow up date – it may be your monthly meeting with them.
Undivided Attention Meetings – Monthly meeting where each of your direct reports prepares for and attends a meeting with you.
This is not about how you can help them or what they think you or the company could do differently. This is about them reporting on their progress and challenges.
According to set agenda both you and they have prior to the meeting:
1. They report their successes first – according to goals you have set
2. They report on set metrics, projects, goals, status
3. They identify the areas where they have fallen short and what they will do differently.
4. You compliment them on successes you’ve seen
5. You comment on their performance that can be improved. (using specific examples of unacceptable and acceptable behaviors.)
6. Get commitment to precise, do-able and measurable action. Help them come up with action items and strategies. This is not easy and may take time. Dig in and really find a do-able action. Use Clarifying Questions like, “Can you give me an example?” and “Can you be more specific?” and “What have you tried in the past?” Watch for Smokescreens and Tangents.
7. Determine a follow-up date and follow-up.
The only way you can help your team to really access their potential and therefore move your team to a higher level of performance is if you coach them. Even the best employees need your coaching. Michael Jordan had a coach who pushed him to excel!