Coaching enables managers and leaders to help employees grow in the business, address performance issues and encourage them to continue to perform optimally. Coaching is a critical part of employee professional development. Coaching should be a regular part of conversations with employees.
In order to coach employees effectively, however, managers must be trained in how to coach. Once trained in how to effectively coach others, consider these best practices to share with managers to help them in coaching their staff:
- Schedule regular coaching sessions
- Set goals at the first coaching session (in collaboration with the individual) as well as an action plan to achieve those goals
- Prepare in advance for every coaching session (don’t just “wing it”)
- During coaching sessions, be constructive, helpful and supportive of the individual
- Don’t just talk at the individual, involve them in the conversation; ask them to collaborate to set the agenda of coaching sessions
- Provide feedback that is helpful, constructive and specific
- Follow up with the individual between coaching sessions to be sure they are working on their action plan and to answer any questions
By establishing best practices and guidelines for coaching employees, the organization can ensure consistency and regular coaching. Coaching should be part of regular performance feedback. Recognizing and rewarding managers for effective coaching enables for the behavior to “stick.”
