Coaching uses one-to-one conversations and guided questioning to unlock an employees inner potential. Coaching targets high performance and improvement at work and usually focuses on specific skills and goals. Although it may also have an impact on an individual personally in carrying out their day-to-day activities in key identified areas such as social interaction and confidence. In turn it helps managers deal with change and find solutions to business problems through conversations. It’s an effective way of creating a high performance culture in an organisation.?? 

 

The characteristics of coaching can be any or several of the following:

• It is essentially a non-directive form of development.


• It focuses on improving performance and developing individuals’ skills.


• Personal issues may be discussed but the emphasis is on performance at work.


• Coaching activities have both organisational and individual goals.


• It provides people with feedback on both their strengths and their weaknesses.


• It is a skilled activity, which should be delivered by people who are trained or certified. (However, line managers can be responsible for coaching others when trained in basic coaching skills)

 

Benefits of coaching

Coaching is a proven way of transforming business performance. Organisations have designed and developed coaching programmes/tools that have benefitted both individuals and organisations. Specific benefits include:

1. better communication and interpersonal skills


2. increased confidence, motivation and job satisfaction


3. improved conflict resolution


4. better management performance

 

Qualities of a good coach

Coaching is not something that should been done on the spur of the moment. In order for a coaching session to be effective it must be specific and interactive. It not only benefits the coached but it also develops the coach and encourages a spirit of collaboration.

 

Key words to remember when coaching:

• Positive


• Good listener


• Good communicator


• Knowledgeable


• Supportive


• Empowering


• Challenging


• Respectful


• Patient

 

Coaching Candidates 

The effectiveness of coaching can be measured when it is compared to a set of pre-defined criteria. Criteria should be defined before coaching sessions begin and results should be analyses based on that criteria.??It goes without saying that employees must be willing to be coached or it will be an ineffective tool.

Candidates must be:

1. Open to feedback


2. Eager to improve 


3. Aware of their needs (pre defined criteria and self assessments, skill-will matrix)

 

The Coaching session flow:

1. Ask for feedback


2. Discuss problems and possible solutions


3. Allow time for questions


4. Agree on a plan of action

 

??Coaching Top Performers

1. Provide frequent feedback


2. Be specific


3. Ask for input


4. Keep them challenged


5. Give them adequate recognition and rewards

 

??Coaching Average Performers

1. Determine employees’ potential


2. Find out why they aren’t doing better


3. Reinforce strengths


4. Clarify standards


5. Develop a plan

 

Coaching Poor Performers

1. Consider causes & Encourage employee input


2. Work to develop solutions


3. Negotiate goals and objectives


4. Agree on an action plan


5. Schedule follow-up sessions

 

Final tips for Coaching

• Look ahead-'Forward Feedback'


• Aim high, but keep goals within reach


• Set up goals and define an action plan


• Be descriptive about observable behaviours (i.e. do not say you are 'always' late, pick on three incidents when employee was late and describe it with them and state the impact and result of their lateness, such as the meeting stated late because everyone chose to wait for them)


• Thank the employee for input and participation


• Set a date for the next coaching session


• Offer constant advice and support

 

Last piece of advice is Don't give up! It can be difficult coaching some individuals when they are defensive or you do not see any change but it is important to stay positive.