I spend a lot of time coaching my clients on how to coach their employees.
Coaching is a formal process that uses one-on-one meetings to help your team members develop their hidden skills and discuss issues for improvement and performance.
You want to make sure that you are coaching:
- Or techniques
Ideally, you need all three of those to be in alignment, but in any one coaching session, you only may be coaching a behavior, a technique, or an attitude. Make sure you know which one of those you're coaching so that you're not confused, and you don't confuse the employee.
You should also coach around competencies. A competency is the ability of an individual to do a job properly. It is a set of defined behaviors that provide a structured guide. This enables you are the leader to identify, evaluate, and develop those said behaviors in individual employees.
Ideally, you'd want to determine the competencies that provide success for that person in your company (four to six of them) and agree on them.
Here are some ideas of what a competency would look like:
- Developing others
- Detail orientation
The person you are coaching should do the following in your coaching session:
- Agree to behaviors and competencies. (You should do those together.)
- Set their own growth goals
- Learn to fail
- Be vulnerable
- Be accepting of the coaching
As a person who is coaching, you should do the following:
- Develop the agreed upon competencies
- Commit to a cadence for coaching
- Make coaching a part of the entire culture of your company
I have access to a plethora of coaching guidelines based on competencies and behaviors via cutting edge, science-based tools to help you. Contact me for more information: firstname.lastname@example.org