Preparing for a Coaching Session

• Clarify Your Expectations
  • Specific, observable actions that can be measured - with a specific target date.
• Observe Performance
  • Be objective by focusing on behaviors that are causing the performance problem
  • Focus on specific behaviors that can be measured and changed
  • Provide specific examples
  • Take notes and keep track of what the employee is doing right and build on those strengths
  • Focus on behaviors that are important to the employee's success and work on them first.
• Analyze the Performance Concern
  • Discover the areas where the employee is meeting and exceeding expectations and those areas where they need improvement
  • Identify why the employee is not meeting your expectations
• Provide Immediate Feedback
  • Timeliness is important.

The Coaching Session

• Describe the problem and your expectations
  • Focus on what you observed (i.e. speed, quantity, accuracy, thoroughness, timeliness, etc...)
• Gain agreement on the performance concern
  • Listen with an open mind
  • If you do not agree, provide more detailed feedback from your observation of their performance
  • Discuss the situation until you agree on the problem and the impact it has on the department and others
• Develop solutions together
  • Explore different solutions to solving the problem together
  • Let the employee take an active role in solving his or her own performance concern or issue
• Agree on an action plan
  • Ask them to outline a plan for putting the solution into plan
  • Confirm understanding by having them communicate the plan to you
• Determine when you will follow-up
  • Set up a date and time to discuss the progress

Source: Minor, Marianne. Coaching and Counseling: A Practical Guide for Managers. Menlo Park, CA: Crisp Publications, Inc. 1989