Coaching should center on motivating your employees while strengthening their skills. Helping your employees become more competent gives them advantages in their careers, and having a good track record of coaching can boost your own prospects as well. Here are some steps to follow:
• Observe employee performance. You can’t coach from a distance. Be careful not to micromanage, but spend some time watching your employees work. Observe how they interact with customers, contribute ideas in meetings, and so forth. Don’t look for mistakes. Concentrate on improving their skills and identifying any gaps.
• Clarify goals. Employees need direction. If they don’t know what you expect and whether they are on the right track, the success they achieve will be hard for them to repeat. Explain your expectations and standards in clear, concrete language.
• Work together on development plans. Discuss what you’ve observed, and collaborate with your employee on a strategy for improvement. Don’t impose your own ideas; you need employees to accept responsibility for their development. Agree on some action items, such as training or special projects that your employee could undertake. Set a date for completion and review, so the growth plan you both have created doesn’t slip through the cracks.
• Recognize improvement. Employees want to be noticed for their efforts. A few words of sincere praise will reinforce improvements and motivate employees to continue the process.
—Adapted from the S.E. Calgary News Web site