Thanks for posting this. Read with interest. Think we as coaches need to remind ourselves of this regularly. I for one will read and read again. Resetting in progress. Your email address will not be published.
Save my name, email, and website in this browser for the next time I comment. October 18, , One Comment. I started walking because it was easy.
Now I walked with purpose. I walked so I would get out of bed in the morning. October 29, , No Comments. A skipping rope is such a versatile toy! Check out these eight fun games your kids can play with one indoors or out. November 1, , No Comments. Movement enhances kids' learning. Find out more about how active play and physical activity can help boost their brain power!
June 16, , One Comment. July 9, , No Comments. June 29, , No Comments. Back to previous. Thank you for this article. I needed to see this now and have shared it with others.
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Coaching requires both encouragement and empowerment. As a manager and a leader, your job is to build one-on-one relationships with employees that result in improved performance.
Your employees are likely to have a lot of input, questions, and feedback. Some employees will have no problem speaking their mind, while others will need a LOT of encouragement before they share an opinion with you openly. Once they do open up, be sure to respect those opinions by discussing them, rather than dismissing them. For example, maybe you recently moved from an office plan that had lots of individual offices to a much more open plan, and one of the reps on your sales team has shown a drastic decrease in successful calls.
With that perspective in mind, you can work with them more effectively on how to get their numbers back up. Coaching conversations are meant to yield changes and results, so be sure to clearly define and outline what needs to happen next. This will ensure you and your employee are on the same page with expectations, and provide them with a clear understanding of the practical steps they can take to make changes and improve.
Also, these next steps should be mutually agreed upon — talk about what is reasonable to expect given their workload and the complexity of the changes being made. If an employee comes to you with a question about a process or protocol, use this opportunity to teach them something new. Better yet, keep a weekly one-on-one meeting scheduled with each employee so you can go over questions and issues regularly, while maintaining productivity. Coaching employees with a goal of improving performance means making them a priority each week!
Make a commitment to improve your own skills and competencies. Lead by example and your team will follow. Ask questions about where they see their career going, or how they see their role evolving in the company.
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