Coaching Employees for Success

Coach and Coaching

I had a conversation last week with an Executive Director regarding the necessity to both address issues with direct reports and to coach for better outcomes. As humans we are often stuck in behaviours and while we may be aware that they are less than effective for us, we continue as change is difficult and old habits as they are more comfortable for us.

Working with a coach enables behaviour change because it assists us to look at new options for behaviours, to explore different options that we may not have been aware of and finally, to offer accountability to what we’ve committed to. Of course, this is coupled with support and encouragement. If your budget allows, you could hire an Executive Coach. Otherwise, you can be the coach for your direct report.

So how can you address sub-par performance, and coach for new outcomes? First, be specific about the issues that need addressed. Then ask questions to ensure that the individual understands what needs to change. Once you are on the same page, you can start to ask key questions such as:

What might you do differently in the future?

If you had a magic wand and could make a spell that created ___________ (insert desired behaviour here), what would be different about you? How might you approach this situation differently to achieve better results?

What do you need to better understand in order to make this behaviour change? Do you require training? What support do you need to make this work for you?

When they have made a plan, then help them by holding them accountable by asking when will you be able to complete this assignment by? Let them know how you will support them if they get stuck with the new behaviour.

Helping the person better understand the concern and then being a supportive coach to help them make the necessary changes can pay dividends in helping the employee become even more effective.

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