How to Coach

Step 1 Establish Goals

Work with your employee. What are you willing to accept? Focus on behavior, not emotions or attitudes you can see behavior. Ask for employee input Collaborate. WRITE THE GOALS DOWN!!

Step 2 Collect Performance Data

Dont start analyzing/concluding yet Just COLLECT. Focus on behavior, not judgments/inferences. Use: o Personal observation o Interviews o Reviews o Reports o Feedback

Goals should be SMART!

Step 3 Analyze Performance

Did it meet goal? If Not, Why? Training? Knowledge? Personal? Changes? Technology? Policies? Time?

Step 4 Review and Modify Goals

Checkpoint: You know the goal, and youve seen the performance. Can we get there? If not, how should the goal be changed? Collaborate!

Aug 2005

Manager-Tools.com

How to Coach
Step 5 Identify Resources
You cant and shouldnt do it all yourself. Collaborate and choose. Internal: One-to-One Teaching*, Peer Coaching, Partnering, Computer Training, Research, Mentoring, Special Projects, Job Rotation, etc. External: College Courses, Seminars, Professional Organizations, Networking, Certification, etc. *The One-To-One Teaching Model: o Describe o Demonstrate o Dipstick o Debrief

Step 6 Develop An Action Contract

What steps will the employee take to improve? Collaborate! These are mini-goals they should be SMART too. Keep it simple.

Step 7 Implement Strategies

The employee starts working on the contract. Now your employee needs encouragement.

Aug 2005

Manager-Tools.com

Coaching Model
Establish goals

Its okay to start here

Collect p e r f o r m a n c e d a t a

I m p l e m e n t Strategies

A n a l y z e p e r f o r m a n c e

F e e d b a c k !
D e v e l o p a n A c t i o n C o n t r a c t R e v i e w a n d m o d i f y g o a l s a s n e c e s s a r y

Identify d e v e l o p m e n t a l r e s o u r c e s

Aug 2005

Manager-Tools.com