Effective coaching and development provides a tangible benefit to the employee and the organization. Many leaders and managers struggle with the coaching aspect. This is usually because the overlook details, or fail to follow up after giving feedback. Here are proven tips and tools to help you coach any employee.
1. Start With One Goal in Mind
Even if an employee has many areas in need of improvement, choose only one at a time. The goal you achieve through coaching should align with a specific organizational gap or corporate value. Ensure that the employee is clear about the reason they are being coached and the end goal they are expected to reach. As the individual progresses, you can coach to multiple like behaviors in one session.
2. Tailor Your Message
Each employee on your team may have a different learning style and unique areas of development. Even if you want to introduce the same message, you must deliver it according to the preferred style of the individual receiver. A legacy employee may require more explanation that a new hire who has quickly adopted the current company culture and values. Successful managers are keenly in tune with their team members and clearly communicate during coaching sessions.
3. Provide Specific Feedback
Feedback is only effective when it is fully understood and received with a promise of buy in from the employee. Cursory evaluations with no corresponding action items will not provide adequate direction for an employee. Provide specific feedback with relevant examples of what you want your employees to start or stop doing. Offer suggestions to ensure their success and be open to their input. Ask if there are any concerns or barriers that would prevent adoption of this feedback.
4. Gain Commitment
Follow through is essential, but often missed by new managers. After you provide feedback, you must gain commitment from your employees. Coaching sessions might be rewarding, but they are truly only effective if the employee implements your suggestions or techniques. Some employees take longer than others to absorb information, so check in regularly to ensure they fully understand what you expect from them. Answer questions, and adjust individual coaching plans when necessary.